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Establish a Change Management Office

Align fragmented change efforts through a centralized function that strengthens organizational change practices and drives organizational outcomes.

A change management office establishes the structure and governance needed to coordinate change, clarify accountability, support more consistent adoption, and drive organizational outcomes.

Executive Summary

Critical Insight

Long-term success is shaped by an organization’s ability to continuously adapt, evolve, and embrace change. Connecting change across the organization through a change management office solves for the continued need for consistency which helps maintain momentum toward achieving business outcomes.

Impact & Result

After following this research, HR will increase its ability to enable and support change more effectively across the organization, building its credibility and driving better organizational performance.

Research & Tools

1. Assess the current state

Evaluate the organization’s current change practices, identify strengths and pain points, and examine HR’s involvement in enabling change to determine whether a centralized change function is needed.

2. Define the driving need, purpose, and value of the CMO

Define the CMO’s driving need, its vision, the desired outcomes, goals, and metrics, and secure leadership buy-in before proceeding with its design.

3. Design the CMO’s operating model and structure

Design the CMO’s operating model, identify the capabilities, processes, and systems needed to support desired outcomes. Establish roles, responsibilities, and structure for the CMO.

4. Implement and sustain the CMO

Select the rollout method, communicate, and launch the CMO.

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