Track and share the progress of organizational change management initiatives
Did you know that only 34% of change initiatives succeed? Beat those odds with an organizational change management template. It helps you plan, execute, and smooth out the bumps along the way, making sure that everything is aligned and ready for the shift. With sections for setting clear goals, assessing impacts, and crafting communication and training plans, it turns what could be a chaotic process into something organized and manageable.
Perfect for teams leading the charge on change — whether you're in HR, project management, or executive leadership — this template keeps everyone on the same page and moving in the right direction. It’s a great way to tackle change head-on, reduce resistance, and ensure that the transition is as smooth and successful as possible for everyone involved.
Organizational change management templates help you:
Navigate and manage change: Provide a structured approach to planning and executing organizational change initiatives, ensuring a smooth transition.
Cover key elements: Help your teams define goals, assess impact, and create actionable plans for communication, training, and stakeholder management.
Align teams and stakeholders: Ensure everyone is on the same page and working toward the same objectives as you’re managing change.
Increase likelihood of success: Support a positive transition by keeping the process organized and focused.
How to use the organizational change management template
Step 1: Define the change goals
Unlike the 51% of leaders who don’t outline success metrics, you’re going to start this process by setting yours. Start by outlining the specific objectives of the change initiative. What do you want to achieve? These goals could include improving efficiency, enhancing customer satisfaction, or implementing new systems.
Step 2: Assess the impact
Use the template to assess how the change will affect different areas of the organization, such as employees, processes, and technology. This will help you understand potential challenges and opportunities.
Step 3: Identify key stakeholders
Identify the key stakeholders impacted by the change. This includes employees, managers, leaders, and external partners. Understanding their concerns and involvement is crucial for a successful transition.
Step 4: Develop a communication plan
Craft a communication strategy that outlines how information will be shared with stakeholders. This could include regular updates, town halls, and Q&A sessions to keep everyone informed and engaged.
Step 5: Plan for training and support
Determine the training needs for employees who will be affected by the change. Use the template to plan the necessary resources and training sessions to ensure a smooth transition and adoption.
Step 6: Create a timeline and milestones
Establish a timeline for the change process, marking key milestones along the way. The template will help you set deadlines for each phase of the change and track progress to ensure everything stays on track.
Tips for using the organizational change management template
Involve stakeholders early and often: 66% of knowledge workers aren’t very happy with how their team works together. Ensure that key stakeholders are involved from the start and throughout the change process. Use the template to identify their needs, concerns, and roles in the transition.
Customize to your needs: While the OCM template provides a solid framework so adjust timelines, communication strategies, and training plans based on the specific changes you're implementing and the context of your team.
Keep your template flexible: Change rarely goes exactly as planned, so being flexible and responsive ensures that any bumps in the road are quickly addressed.
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.
Ready to see what everyone’s talking about?
Over 95% of the Fortune 100 use Mural to get things done.
No credit card required
