In the change management space, with all the models, trainings, & frameworks that already exist. What’s missing? Why do so many people struggle to understand OCM?

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My observation as a functional person turned change manager: Because a lot of OCM people actually don't understand the change that's being implemented.

Classic example: I see so many HR and comms majors (nothing against it) who are change managers on finance transformations and don't know what a chart of accounts or general ledger is. It's an automatic discredit in front of the client when they can't follow along in a conversation about how this change will impact a finance team's day to day, and most of them never recover from this misstep.


Analysis of the change is missing from the conversation. Where are the measures of adoption? Do we even explain how successful the change work has been? Senior leaders crave this analytical data but we spend too much time in the weeds with the client and never actually are advisors but doers of the work they should own.


Who are the people?
People doing the change?

I would also add, that if you really work in the OCM space you can relate to explaining your role, kicking off, and explaining your role 20 times 20 different ways to the client, leaders, members of the project team. It can’t be that hard.

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