Rooted Advisory Group
Organizational Change Management
Empower your organization to embrace meaningful and lasting change.
About OCM
What is Organizational
Change Management?
Organizational Change Management (OCM) is the application of structured processes to successfully deliver the people-dependent results needed to successfully implement any change, from very small procedural changes to incredibly complex transformations.
OCM is indispensable for organizations undergoing transformation, ensuring seamless adoption by addressing cultural shifts, mitigating resistance, and fostering engagement among team members.
Our unique approach incorporates network analysis, Industrial / Organizational Psychology research and theory, alongside industry-standard best practices to empower your organization to embrace meaningful and lasting change.
93% of projects with excellent change management meet or exceed their objectives, while only 15% of those with poor change management meet or exceed objectives.
Prosci
Objectives of Change Management:
rooted ocm
What is the Rooted OCM Methodology?
Rooted utilizes foundational principles of Industrial / Organizational Psychology – alongside a team of Prosci Certified Change Managers – to help your organization fully realize the benefits of change or transformation at any scale.
01
Prepare
Throughout the preparation phase of OCM, we define the several key areas of focus by asking subsequent questions:
Define Success
What problems are we solving?
Define Impact
Who must do their job differently?
How should their job performance differ?
Define Approach
What is required for us to achieve success?
02
Manage
During the phase of management, we begin turning our preparations into action plans by executing on the following:
Plan and Act
What will we do to prepare and support the people involved?
Track Performance
What can we benchmark to ensure progress?
Adapt Actions
What adjustments do we anticipate are needed?
03
Sustain
Throughout the preparation phase of OCM, we define the several key areas of focus by asking subsequent questions:
Review Performance
Where are we now on the roadmap?
Is this an improvement?
Activate Sustainment
What is needed to ensure the change sticks?
Transfer Ownership
Who will sustain the outcomes?
the why
Increase your organization’s change-readiness with a partner who cares.
Creating a change management plan and implementing a product or solution do not guarantee success, nor do they ensure the desired sustainability required for long-term adoption. Choosing quantifiable metrics that transparently indicate progress is crucial in determining whether the change is producing the intended outcomes.
We believe meaningful change requires empowering individuals to achieve outcomes through a blend of collaboration and innovation within a secure and structured framework.
Moreover, intentional actions must be taken to strengthen the change and secure lasting benefits:
Measure Success
Metrics and KPI’s are not as scary nor bureaucratic as they seem. They can be in relation to either individual or company performance, and can be quantitative or qualitative.
A baseline metric should be established at the beginning of any initiative, with trends being monitored throughout the process to ensure milestones are reached.
Measurement Examples
- Employee Engagement Scores
- Process Efficiency Dynamics
- Adoption Rate
- Resistance Level
- Time-to-Proficiency
Reinforce Change
Reinforcing change is vital to ensure the sustained integration of new practices into the organizational culture, fostering a lasting impact on behaviors and engagement, and ensuring old habits do not linger.
Proper change reinforcement not only increases the likelihood of success, but also mitigates resistance and aligns employee direction with the organization’s goals.
Reinforcement Examples
- Training and Development
- Clear Communication Pathways
- Recognition and Rewards
- Feedback Mechanisms
- Leadership Commitment to Change
the what
What can be expected working with Rooted OCM?
Uniquely crafted Change Management strategies for even the most difficult change programs.
Change Impact Assessments
Who will need to perform their job(s) differently? Are they open to changing certain actions? Do they even know they have to?
Communication Roadmap
A framework and timeline of how key messages are shared, along with channels, frequency and feedback loops.
Strategic Change Plan
A comprehensive playbook for bridging gaps and implementing the change(s). This is the “in plain English” summary of the engagement.
Resistance Management Plan
Strategic coaching plans to address change anxiety at all levels and tools to build support throughout the organization.
Comprehensive Training Materials
Resources and tools needed to build new abilities among impacted employees or customers, including L&D procedures, training resources, and more.
Readiness Assessments
An understanding of your preparedness for change, allowing for targeted intervention and further risk mitigation plans.
the how
How does Change Management work?
Our change management strategies are carefully designed with the unique cultural and industry-specific needs of our clients in mind. We are confident we help your organization be prepared for even the most specialized and intricate changes.
Step 1
Assess & Identify
Change management begins by assessing what roles will be impacted, the degree to which they will have to change, as well as what success looks like for stakeholders and the enterprise.
This step is also where we begin to identify change leaders who will help drive adoption.
Step 2
Communicate & Engage
After assessing the impacts of the coming change, a communication plan is created to ensure that when the time is right, everyone is aware of what is coming and what expectations are.
A critical aspect of this step is to provide feedback loops that allow for consistent communication channels for anyone being effected by the change.
Our team may evaluate existing communication channels during this portion to confirm that the necessary communication pathways are established.
Step 3
Train & Educate
We will work with you to design and implement targeted training programs for all those impacted by the change.
Our skills-based training methodology will equip those being impacted by the change with all of the necessary tools and knowledge to be successful.
Step 4
Reinforce & Sustain
Successfully managing change doesn’t end after go-live. After implementation, it is vital that new best practices are reinforced to get the most out of all the work that has taken place.
Progress is routinely monitored via the feedback loops that we previously created to address any resistance and evaluate the impact of the change, making data-driven adjustments as needed.
Our Values
Our values help guide us towards a brighter future.
Our vision is to redefine the standards of consulting by removing traditional barriers that prevent organizations from accessing professional services, while cultivating an environment rooted in the well-being of our people and partners.
01
Professionalism
In a landscape where professional discipline and common decency often yield to quick fixes and diluted advice, Rooted stands as a beacon of change.
We stay grounded in our commitment, upholding unwavering ethical standards and delivering top-tier solutions our clients can trust and depend on.
02
Intentionality
“The quality of being deliberate or purposeful; involving conscious, thoughtful, and purpose-driven nature of actions or thoughts.”
We do not offer cookie-cutter solutions or push unnecessary services; our commitment is to address your problem intentionally. Each solution we design is carefully crafted to meet your unique needs.
03
Empathy
Rooted in a family-first approach, we prioritize placing people at the forefront change—a foundational aspect to creating any high performing organization.
Technology and software are evolving daily, our unwavering focus remains on fostering happy, reliable, and productive teammates, recognizing their irreplaceable value.
have the desired impact