Organizational Change Management Case Studies

Our ability to achieve expected benefits and outcomes will be tied directly to how effectively we engage employees in these upcoming changes, as return on investment depends on employee adoption and usage.By building an organizational change management capability with the ECM Project, we will realize greater return on the initiatives we launch and position ourselves for success in the present and the future.

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A specific timeline with dates will be built around the three phases.In the coming years, no core competency will be more important than the ability to effectively implement change.With increasing internal and external pressures, our organization will only undertake more projects and initiatives.The primary critical assumption is that this effort will have the necessary and sufficient support by senior leaders.The effort will not be successful if change management is seen as optional.These projects will have fully resourced and budgeted change management, including training for the project teams and impacted leaders, managers and supervisors.Additionally, we will begin work to develop internal trainers and to procure the necessary Prosci site license to fully integrate change management into the project management methodology and other improvement disciplines.These two work streams are necessary to ensure that we fully realize a change management capability.On the technical side, the Prosci ECM Strategy Map will guide the development of specific tactics that address: While the cost figure may seem large at first glance, it is quite small when compared to the overall capital and budget being invested in projects and initiatives; a Prosci site license equates to a rounding error on our largest project.One key source of this failure is that we do not pay adequate attention to employee adoption and usage.We have experienced the costs of not managing change and cannot afford to put at risk the changes we are about to embark upon.

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