Our OCM consultants are methodology agnostic and adapt processes and tools based upon the client culture and business needs. Where clients have a preference for following a specific methodology, we have practitioners certified in Prosci ADKAR, ACMP Standard, Kotter, Kübler-Ross, etc. and can align our approach to processes most familiar with client stakeholders. We employ a comprehensive OCM framework that addresses all aspects of organizational transformation and structures activities and deliverables into five high-level phases, each with a supporting toolkit and accelerators. From this initial framework, we tailor the activities, deliverables, and overall approach to meet project needs through the lens of an organization’s culture, bringing in competencies and experience from the above-mentioned change management methodologies and certifications.

HCLTech OCM team starts with a compelling story. Then we drive adoption and minimize disruption through four key dimensions. We bring accelerators and change templates to maximize our value.

• Alignment – Manage stakeholders and align leaders
• Agility – Transform at organization, process, and role levels to create new ways of working
• Education – Enable change through training and readiness
• Engagement – Mobilize and communicate consistently

1. Understand Phase, where we analyze change audience and needs for each project, identify change impacts, key stakeholders, and surrounding cultural and business context, and identify how the project may integrate with other projects.
2. Plan Phase, where we develop change story and rationale, scope, and approach, align with overall program approach, refine, and customize for each workstream, and activate measures and resistance management.
3. Mobilize Phase, where we design change solution, launch change network, deploy communications, ensure business readiness across every workstream, and prepare leaders to own change in their organizations.
4. Implement Phase, where we roll out full change solution, readiness execution, and go-live support, include all training deliverables, and monitor performance and adoption.
5. Sustain Phase, where we evaluate end state against initial state and baseline performance metrics, transfer knowledge, and identify lessons learned.

The OCM work will not end with implementation but will continue stakeholder engagement activities past implementation to ensure new behaviors are sustainable and embedded in the organization. We continue tracking adoption metrics and will ensure client managers have the tools and processes needed to continue engaging with the impacted stakeholders.

Our point of view on overcoming key OCM challenges is to ensure that the leadership, at any level, commit to or support the change. Change Leadership is a primary area of focus that we integrate into HCLTech overall OCM strategy. It focuses on developing the leaders’ ability to influence the organization. Change Leadership begins right from the start of program or project kick-off. It is vital to identify the right internal team members, from all areas of the organization, and prepare them be “Change Champions.” Having a focused Change Leadership strategy, including preparing leaders for change in their own day-to-day work experience and ensuring they are the first champions for change across the organization, is a critical aspect to implementing successful change. We recognize that leaders have a variety of skills and experiences, and that some leaders will naturally commit to the new state and adapt. However, we often see a small percentage of leaders that steadfastly refuse to get on board. When this happens, we work quickly to ensure correct expectations are set and that coaching with that leader occurs to get them on-board. This is also an inflection point at which our Change Commitment vs. Change Compliance framework comes into focus.

We measure success by utilizing an internally developed change readiness and adoption analytics dashboard, customized to the specific metrics for each organization, to provide actionable visibility to readiness, risk areas, and adoption success. We design our OCM approach with an end-view of realizing value through four distinct outcomes: (1) How much more effective/efficient are stakeholders once they’ve adopted the change? (2) How quickly have stakeholders adopted the change? (3) What percentage or how many of an organization’s stakeholders have adopted the change? (4) How quickly has the organization achieved stable and/or improved operational performance after the change was implemented?