change-management
Change Management for Consulting Engagements
Organizational change management (OCM) is the discipline of guiding people, teams, and organizations through transformation. Without structured OCM, even technically sound recommendations fail due to resistance, misalignment, or inadequate preparation. This skill covers frameworks, techniques, and deliverables for embedding change management into consulting engagements.
Change Management Frameworks
ADKAR Model (Prosci)
Best for: Individual and organizational change, managing resistance, tracking adoption
- Awareness: Do people understand why change is needed?
- Desire: Do they want to participate and support it?
- Knowledge: Do they know how to make the change?
- Ability: Can they demonstrate the new behaviors/processes?
- Reinforcement: Will the change stick and become the new normal?
Use ADKAR when you need to diagnose where change is breaking down. If adoption is stalling at the "Knowledge" phase, training is the lever. If it's failing at "Reinforcement," governance and accountability systems need strengthening.
Kotter's 8-Step Change Model
Best for: Large-scale enterprise transformation, strategic change programs
- Create sense of urgency (external threats, competitive pressure)
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