Digital, Business and Technology Consulting for Growth and Success.

Consumers' resistance to change and the lack of an appropriate framework for transitioning to the new state make organizational change difficult to manage. The ability of an organization to adapt to change has a significant impact on its performance. Change management, on the other hand, is more than just training and communication. Individual change models, communications, sponsorship, coaching, training, mobilization, and expectation management are all part of the process.

 

Organizational Change Management (OCM) from CMYCK helps break down barriers and increase adoption. Our methodology acknowledges that change management is a continuous process that encompasses awareness, comprehension, acceptance, alignment, and commitment, and caters to users' requirements throughout the engagement continuum.

 

“We are innovative. We are agile”

We have the domain expertise to help you adapt and enable new processes and technology solutions with a digital engineering mentality.

 

We assist you in developing and implementing changes that result in long-term, profitable transformation.

The following are some of the key advantages of our framework:

v  Increased odds of user acceptance and effective implementation

v  Reduced change management costs: CMYCK assists OCM throughout the process, from assessment through post-change program administration.

v  Increased capability in achieving targeted business outcomes

The complete OCM curriculum at CMYCK prepares customers for any scale, magnitude, or complexity of change.

 

Organizational change management (OCM) is the process of planning, implementing, and managing the transition of an organization from its current state to a desired future state. This process is designed to minimize disruption to the organization and its employees while maximizing the benefits of the change.

The process of OCM typically includes the following steps:

1. Assessing the need for change: Identifying the drivers for change and assessing the impact of the change on the organization and its employees.
2. Planning the change: Developing a detailed plan that outlines the objectives of the change, the steps needed to implement it, and a timeline for completion.
3. Communicating the change: Communicating the change to all stakeholders, including employees, customers, and other relevant parties.
4. Training and development: Providing employees with the necessary training and development to adapt to the change.
5. Implementing the change: Putting the plan into action and making the necessary changes to the organization's systems, processes, and structures.
6. Monitoring and controlling the change: Monitoring the progress of the change and taking any necessary corrective action to ensure it stays on track.
7. Embedding the change: Ensuring the change becomes a permanent part of the organization's culture and way of doing things.

Effective OCM requires a clear understanding of the organization's culture, values, and current processes, as well as a detailed plan for the change. It is important to involve employees in the change process and to communicate regularly with them throughout the process.

Change management is a critical process for organizations that are undergoing major changes such as mergers and acquisitions, downsizing, or the implementation of new technologies. It can help to minimize disruption, improve employee engagement and commitment, and increase the chances of success of the change initiative.

Request Consultation