Project Description
A Change Management Office (CMO) is often seen as the strategic engine that ensures change initiatives succeed. It integrates processes, governance, tools, and methodologies to guide organizations through transformation. But at the heart of any change lies a paradox:
🔹 The holistic view—ensuring change is structured, planned, and aligned with business goals across all dimensions (strategy, technology, processes, governance).
🔹 The people side of change—ensuring that individuals within the organization understand, adopt, and sustain new ways of working.
Too often, organizations focus on macro-level change (structures, processes, and tools) but overlook the micro-level experience of individuals navigating that change. This is where ADKAR comes into play.
The ADKAR Model (Awareness, Desire, Knowledge, Ability, Reinforcement) provides a structured approach to personal change adoption:
- Awareness – Do people understand why the change is happening?
- Desire – Are they motivated to engage with the change?
- Knowledge – Do they have the right skills and training?
- Ability – Can they apply this knowledge effectively?
- Reinforcement – Is there continuous support to sustain the change?
A CMO that balances both perspectives ensures change is not just implemented but also embraced. Because successful transformation is not just about processes and structures—it’s about people.
How does your organization balance structured change management with individual adoption? Let’s discuss!
#ChangeManagement #CMO #Leadership #ADKAR #PeopleFirst #Transformation
