2. Change Management Center of Excellence (COE)
sometimes referred to as a Change Management Office
(CMO) is tasked with providing or improving change
management capabilities within a company.
The establishment of Change Management Center of
Excellence (COE) or Change Management Office
(CMO) can add structure to how a company approaches-
the inevitable changes within its business, increasing the
likelihood of successful implementation and adoption of
new programs, processes and ideas.
To design and establish a CMO is the best way to
perfectly lead change management efforts throughout
the organization. This demonstrates a commitment to
embrace and improve change management, and also
provides accountability for change management within
the organization.
The purpose of a Change Management Office (CMO)
is to provide the organization with a focal point for
governing, structuring and implementing change
initiatives.
A CMO will provide a place for the organization to go for change management support and better
enable a change management strategy, processes and goals.
A CMO can also manage organizational change reporting and ensure that the focus is appropriate to
the executive audience and other stakeholders.
A CMO provides a focal point for the governing structure and implementation of change initiatives.
It legitimizes change activities, ensures a consistent approach to change, communications and
training, and allows for the management of resources effectively across changing priorities.
• Centralize change management efforts
in your organization.
• Legitimize change activities.
• Ensure consistent approaches to
change, communications and training.
• Manage resources effectively across
changing priorities.
• Manage organizational change reporting.
• Ensure the focus is appropriate to the
executive audience and other stakeholders
A CMO is your crucial way to:
Change Management Office provides
oversight of all change initiatives planned
and underway and ensures each is deliv-
ered effectively through the application of a
consistent methodology and performance
metrics. This also allows organizations to
effectively manage the people side of
change and implement the changes needed
to be successful.
Leading organizational Change in the 21th century is about institutionalizing change manage-
ment and build internal capability rather than just Outsourcing Change management efforts or
applying change management on some individual projects.
This step boosts organizational change resilience and allows for the building of change skills from
within ,through building an internal structure of Change Management Office (CMO).
L
3. Risks of not having a temporary or permanent OCEA?
• Changes & transformation strategies are not
fully implemented.
• Changes & new crucial decisions may fail or
cancelled due to lack of support & perfect
management.
• Productivity declines as people become more
consumed with the change being introduced
without controlling & centralized management.
• Passive & active resistance emerges and
sabotages the changes or any new
transformation planned, due to poor resistance
management.
• The lack of structural support among senior
leaders and managers creates looseness
throughout the organization.
• Probability of meeting change/transformation
project objectives is decreased.
• People become disinterested in the current
state and the future state.
• People are left to wonder why the change is
happening.
• People revert back to the ‘old ways’ to avoid
implementing the perceived risk and instability of
the suspected ‘new ways’, due to imperfect
engagement & communications.
• Many types of risk are created (Risk to the
project, to the organization, to the people
involved and to the individuals supporting the
change).
LANDMARK & COMPANY Think Tank helps organizations to establish its internal
Change management Center of Excellence COE /Change management Office CMO; through assist-
ing the organizational Top Management & the Board of Directors to:
LANDMARK & COMPANY can help your organization to establish a highly organized
and perfectly equipped CMO through the following 5 steps :
These steps walk organizations through building the foundation of successful CMO, engaging employees to
embrace change management and creating a lasting change to continue to support the change management
required to meet business needs.
Design and
establish a change
Management
/Leadership internal
structure.
Provide this center
with the needed
change manage-
ment methodology
(through TRANS-
FORM Model)
Provide this center
with the Organiza-
tional Culture
Effectiveness
Assessment
(OCEA)
Equip this center
with the needed
change manage-
ment tools and
resources.
Prepare an internal
League of Change
Leaders to manage
any suspected
change/
Transformation.
1 2 3 4 5
