An organizational change management (OCM) template helps structure and streamline the process of planning and executing change within an organization. It provides a roadmap for managing the impact of change on employees, processes, systems, and overall organizational culture. The template supports planning in several ways:

• Clear goals and objectives: It helps define the purpose of the change and set measurable objectives.

• Stakeholder identification: It ensures that key stakeholders are identified and their needs are considered in the change process.

• Risk assessment: The template includes sections for identifying potential risks and planning for mitigation strategies.

• Communication strategy: It helps define how communication will be managed across various levels of the organization.

The OCM template is generally used by teams directly involved in the planning and execution of organizational change. These teams include:

• Change management team: A dedicated team responsible for overseeing the entire change process and ensuring that it aligns with the organization's goals.

• HR: HR teams play a crucial role in addressing employee concerns, facilitating training, and managing the human aspect of change.

• Leadership teams: Senior leaders provide strategic direction and ensure that the change aligns with broader organizational objectives.

• Project management teams: They ensure that the change is implemented efficiently and within the established timelines.

• Communications teams: Responsible for developing and executing the communication plan to inform employees about the change.

• IT teams: If the change involves technological shifts, the IT department ensures systems are in place and functional.

Key features typically included in an OCM template are:

• Change objectives: Clearly defined goals that the organization hopes to achieve with the change.

• Stakeholder analysis: Identification of key stakeholders, their concerns, and their level of involvement.

• Impact assessment: An evaluation of how the change will affect different areas of the organization (people, processes, technology, etc.).

• Change readiness assessment: Evaluating the organization's preparedness for change, including the level of resistance and capacity to adapt.

• Communication plan: A detailed plan for how information about the change will be communicated to all affected parties.

• Training and support plan: A strategy for training employees and providing ongoing support throughout the transition.

Measuring the success of organizational change involves assessing a variety of factors that reflect both the immediate outcomes and the long-term impact of the change. One of the key indicators is whether the initial objectives of the change have been achieved, such as improvements in efficiency, cost savings, or customer satisfaction.

Additionally, employee adoption and engagement are crucial measures — if employees have accepted and embraced the new changes, it indicates a successful transition. This can be gauged through surveys, feedback, and tracking performance metrics like productivity or revenue growth. Stakeholder feedback also plays an important role in understanding how the change was perceived and whether it met their expectations.

Long-term success is determined by the sustainability of the changes — how well they are integrated into the organization’s culture and operations. A successful change initiative should see ongoing improvements and continued use of new processes or systems. 

Finally, calculating the return on investment (ROI) for the change ensures that the benefits outweigh the costs, giving a clear picture of the overall value delivered by the organizational change.