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Org Development & Human Capital

I really am sick of clients not taking Change Management (my specialty) seriously. It is so obvious that most people think it is a load of BS. It is starting to make me feel the same and question why I joined and stay in this industry at all. Any other OCM fish out there who can provide some advice or perspectives?

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that was my gripe starting my career in change management. It’s thankless work - nobody cares unless the change management sucks - then everyone looks at you for all the wrong reasons. With that said, change management practitioners are in high demand across all industries and geographies, more so than other more niche areas of HR such as organization design, from my experience. So that’s a positive you can take maybe

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Thank you D1! The firm I am in does not do a lot of org design work, though I’m trying to explore alternate options such as Josh Bersin Academy. If you have any specific resources through which I can upskill, that’ll be very helpful and appreciated

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I work for a company that puts no effort into change management and dear god it’s a nightmare. Complete confusion between departments, tension between leaders... then things boil over so much that the company will shift gears again because “things didn’t work as expected” so basically wash and repeat. Not sure that helps in anyway but as an employee who used to work in consulting alongside projects with dedicated change management resources, I’ve got a new respect for the work you do.

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Thank you for sharing. This does make me feel better about CM adding value, and people noticing when it’s NOT there or working effectively. Now we just need clients to better understand at the time that CM is important.... not just after everything goes to sh*t.

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I think your experience will depend on the culture and client you work with. I left external consulting to go internal. My current firm breathes CM and loves the idea. Obviously I still need to sell ideas at times and tie it to the business case. However I've made a strong network to now be brought into the conversations I need to be in, to make great results. When I was external, I always had to sell the why/make a business case, but that wasn't a challenge if I tied their existing pain points to my future state solutions. A lot of times you need to not spell out change management, and you just need to do some business strategy with a CM lens.

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I blew the whistle on my team because we had no CM. A bunch of our projects have gotten TERRIBLE feedback from the client because we had no CM so now they are implementing it on my projects. Crazy how it wasnt taken serious until the client damn near refused to work with us. I think of CM similar to HR that its finally getting traction of being taken serious.

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This is good to hear, and definitely makes me feel better that the client is wanting it from you all. Thank you for sharing!

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Good time to working your influencing skills. There are times to influence change or just do what they ask. Don’t work yourself into a frenzy. Not everyone is ready for all of the things CM can offer. I leadership you are always leading the horse to water. Get good at it and you’ll feel more rewarded in your work. Also, find clients that need you. Some clients don’t need you and it leaves you feeling unappreciated. Good Luck 🍀

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Thank you for sharing- this is good advice. Just need to get on a client that needs me so I can influence effectively! ◡̈

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While there are many clients who don’t value it, there are lots and lots who do and insist on it. The key is knowing the difference between clients who value change mgmt, those who don’t yet but will once they see the impact on their people, and those who don’t and won’t. Focus your energies on the first two categories and don’t lose a lot of sleep on the third.

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I’m on a change project right now and have no idea what I’m doing most of the time.

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I get like that sometimes too lol. I try and align to what the impacted audience experience is and also the challenges the PMs have to execute their side of the work.

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I think clients see $$$ signs when you bring up CM but that is a misconception of the purpose but the reality that somebody has to pay for the work.

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1. Know that the work you do is critical and important. People who don’t understand it will not value it. 2. How can you help develop that understanding? Is there a way to highlight when lack of CM has led to negative outcomes? I’m not formally in CM but as L&D I’m embedded into our org and my work depends on elements of CM. In the last three weeks I’ve become aware of challenges across the org that ALL boil down to ineffective CM. I’ve put together a list of questions for folks to ask themselves when working cross functionally to build that understanding organizationally. Honestly, it’s helped to highlight the specific failures that happened and how we can mitigate in the future using the right thought process to get that buy in.

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Federal?

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