The secret to successful change: Embracing both organisational change management and change enablement
Change. Some embrace it; others fear it. Either way, every organisation faces it, whether rolling out new tech, restructuring teams, or finally replacing that ancient coffee machine. But navigating change effectively requires a balance between two essential disciplines: organisational change management (OCM) and change enablement (from ITIL). Let’s explore their differences, how they complement each other, and why ignoring one is like trying to steer a ship with only half a rudder.
Organisational Change Management
Organisational Change Management (OCM) is all about the people side of change, focusing on how individuals react, adapt, and thrive in new circumstances. It aligns closely with the change curve, which illustrates the emotional stages people go through during significant transitions:
- Shock and denial – "Wait, we’re switching systems? What’s wrong with the current one?!"
- Anger and frustration – "Why didn’t anyone consult me about this?!"
- Depression or doubt – "This is never going to work. Everything is going to fall apart."
- Experimentation and testing – "Okay, maybe this new way isn’t so bad after all."
- Acceptance and commitment – "You know what? I actually like this."
OCM helps individuals navigate these stages with as little friction as possible, using communication, empathy, and training to ensure they don’t get stuck at anger (or camp out in doubt).
- Focus: People, emotions, and buy-in.
- Key activities: Leadership alignment, managing resistance, and clear communication.
- Goal: Guide employees smoothly through change so they embrace it instead of resisting it.
Change Enablement
Change enablement (CE), by contrast, is the structured process for implementing changes with minimal disruption. It’s less about feelings and more about mitigating risks, assessing impacts, and ensuring resources are allocated effectively. If OCM is the coach, encouraging the team from the sidelines, CE is the playbook that ensures the game plan is solid. It involves working with change authorities, conducting thorough risk assessments, and evaluating how changes affect teams, processes, and systems—all before execution. Because when it comes to change, a well-planned strategy beats damage control every time.
- Focus: Processes, systems, and risk management.
- Key activities: Assessing, planning, and approving changes before execution.
- Goal: Deliver changes efficiently and securely without breaking things.
How they work together to drive success and minimise risks
Think of OCM and change enablement as the dynamic duo of organisational transformation—Batman and Robin, peanut butter and jelly, or your favourite power couple. Separately, they’re useful. Together, they’re unstoppable. Here’s why:
- The emotional side matters: Nobody likes feeling left out of the loop. Employees who are blindsided by change can dig in their heels, even if the change is good for them. OCM is like a friendly guide, showing them the way from “Why is this happening to me?” to “Hey, this isn’t so bad!”
- The logistics matter too: You could have the world’s best pep talk, but if the new system crashes on day one, nobody’s going to be cheering. Change enablement is your backstage crew, making sure everything is tested, approved, and running smoothly before the curtain goes up.
- Together, they drive adoption: People need time, support, and a clear reason to embrace change. OCM makes the change relatable, while change enablement ensures it’s practical. It’s like planning a road trip: one plans the route, the other makes sure the car is running.
- They minimise risks: Forgetting either OCM or change enablement is like going skydiving without checking your parachute. You’re just asking for trouble. Together, they smooth out the bumps, keep productivity on track, and prevent awkward “oops” moments.
- They build long-term resilience: With OCM and change enablement working hand in hand, employees won’t just survive this change—they’ll be ready to tackle the next one with confidence. It’s like building muscles at the gym: a little effort now pays off big later.
- They align the big picture with the nitty-gritty: OCM helps everyone understand the why behind the change, while change enablement takes care of the how. When they work together, the vision and the execution are perfectly in sync—kind of like a symphony, but without the violins.
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