Organisational Change Implementation Spectrum© (OCIS©) Approaches

Getting the right balance during organisational change implementation by change management professionals is crucial to maximising employee adoption, achieving the targeted return on investment (ROI), benefit realisation, and sustainable change. The Leadership of Change® defines three distinct yet interconnected approaches on the organisational change implementation spectrum© (OCIS©). They are all important, but some impact change implementation success more than others. Change professionals tend to have a single preference for where they focus and operate. Each approach has advantages and disadvantages for the change team.

(a) Approach 1. Leadership, Sponsorship, and Implementation: This approach focuses on establishing effective sponsorship, aligning the leadership team with strategic goals, and defining key change leadership responsibilities to drive successful implementation. Successful change implementation requires a sponsor who is effective and proactive, along with a leadership team that is aligned and equipped with the necessary change leadership competencies. They will be supported by a change management framework to implement the change programme and achieve the desired benefits and return on investment (ROI).

Advantages: Leaders control the organisation’s resources, decision-making bodies, and agenda time.

Disadvantages: Narcissists, indifferent delegators, or silo-focused leaders can be difficult to work with.

(b) Approach 2 - Employee Adoption: Achieving employee change adoption in a major organisational change or transformation is usually one of the main business objectives for the organisation and its leadership team. Maximising employee adoption and making it sustainable should ensure the targeted ROI, full benefit realisation, and a higher-performing organisation. Employees should be supported through the change adoption process by being provided with Awareness, Understanding, Involvement, Learning, and Motivation (AUILM®).

Advantages: Employees are fully supported and engaged through the change transition process.

Disadvantages: Unless the leaders are directly involved in the adoption process, the change team will compete against normal day-to-day operations for critical resources.

(c) Approach 3 - Employee Support: We now live in the “Age of the Employee,” and employees want collaboration and to feel included, valued, and engaged. This means organisations and their leaders will have to have a strategy and service offerings that ensure the wellbeing of their employees. This becomes more important during organisational change and transformation, especially with mindfulness, burnout, inclusion, etc.

Advantages: It enhances the employee change transition experience and makes employees feel good.

Disadvantages: Unless these activities are directly linked and supported by leaders, these efforts may only have temporary benefits.

"An organisation and its leaders cannot delegate change to a different and isolated internal change team or even experienced external consultants, expecting change implementation to supersede current normal day-to-day operations to become the new way of working"

This blog is based on my book: Change Management Leadership - Leadership of Change Volume 4

Buy the book?

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Peter consults, speaks, and writes on the Leadership of Change®.

For further information please visit our websites:

https://www.a2b.consulting

https://www.peterfgallagher.com/

https://www.amazon.com/Peter-F-Gallagher

Leadership of Change®

Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, 8, A, B, C, D & E

• Change Management Fables – Volume 1 

• Change Management Pocket Guide – Volume 2 

• Change Management Handbook – Volume 3 

• Change Management Leadership – Volume 4 

• Change Management Adoption – Volume 5 

• Change Management Behaviour – Volume 6

• Change Management Sponsorship – Volume 7 

• Change Management Charade – Volume 8

• Change Management Gamification Leadership – Volume A 

• Change Management Gamification Adoption – Volume B 

• Change Management Gamification Behaviour – Volume C 

• Change Management Gamification Sponsorship – Volume D 

• Change Management Gamification Leadership Teams – Volume E 

Contact me to make a booking 

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Peter F Gallagher is a Change Management Global Thought Leader, Guru, Expert, International Speaker, Author and Leadership Alignment Coach.

Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).

Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2023-2022-2021-2020) by Thinkers360.

Listed #15 in the “Top 30” for Global Gurus Leadership (2024) by Global Gurus.

Ranked #1 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Business Strategy (2022) by Thinkers360.

Ranked #6 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (April 2024) by Thinkers360.

Business Book Ranking

Change Management Behaviour - Leadership of Change® Volume 6, listed among the 50 Books from Thinkers360 Thought Leaders to read in 2022.

Change Management Adoption - Leadership of Change® Volume 5, listed among year-to-date’s (Jul 2021) most popular books on business and technology from Thinkers360 member thought leaders.

Change Management Handbook - Leadership of Change® Volume 3, listed among the 50 Business and Technology Books from Thinkers360 Thought Leaders to read in 2021.

Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.

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