r/changemanagement

I’ve done a lot in change management theory but applying to jobs they want the cert. But it’s £3000 and can’t see any free courses (or less than £200 for the exam). Am I missing anything?

https://jellebelletje.github.io/CARA/

I built an adoption readiness assessment for organisations considering Microsoft 365 Copilot.

Microsoft publishes checklists for this, but I found them lacking, so I put together something scored instead.

Whoever uses it can download the results as a PDF at the end, without giving an email address or any other private information. There is no signup and no server.

Source: https://github.com/jellebelletje/CARA

MIT and CC BY 4.0.

10 years in B2B sales (currently at large payroll company), looking to pivot into change management. I have some post M&A change exposure from a past role, but no formal CM certs yet and my current company has no internal path to move into it right now.

For those who made a similar jump: was Prosci/ADKAR certification worth it before applying, or did you get hired first and cert later? Also curious what titles to search for that don't require CM experience I don't have yet.

I’m curious how change management practitioners handle the step between collecting stakeholder input and producing something that leadership can actually act on.

When you run change readiness, impact, or stakeholder assessments using interviews and open-text responses:

• how do you separate recurring patterns from concerns that are specific to one team or stakeholder?
• do you use a reusable framework for tagging and interpreting the responses, or does that change for every project?
• how much time typically goes into synthesis and reporting after the input has been collected?
• have you used AI for clustering or summarization? If so, which parts still require human judgment?

I'm particularly interested in how much of this workflow can be standardized without losing the context of the specific change initiative.

I will preface by noting my role is a Release Engineer; so I work with the Agile teams to plan, review, and schedule work. Part of my role is to get ServiceNow Change Requests through the approval process.

My issue is a new "Lead Time" standard has been implemented recently; requiring all Change Requests to have tasks accepted by implementation and validation resources 72 hours prior to the Change window; otherwise its "Expedited". The task acceptance is only opened after the change is submitted for approval and the implementation plan/schedule is locked in/not editable. In order for Change Management to approve it as expedited change, it must be have business justification.

When something as simple as a task is not accepted prior to the 72 hour window; the Change Request becomes "expedited" and the justification is required to move forward. This is after code review, QA approval, scheduling, pre-release approval, etc. Then when things get rejected for their expedited reason, it becomes a nightmare having to re do all the work to get it to the Change Management approval state. Especially considering it counts the weekend when a lot of the teams are not on to accept tasks. So for example:

Change Request for a release planned for Tuesday; has to be approved and all tasks accepted by Friday in order for Change Management to approve. Coupled with offshore resources having to accept tasks/etc; its tedious.

My question is how do other organizations handle this "lead time" metric and standard? should it be higher up in the process? I can't babysit ServiceNow tasks and follow up with teams and still work on future tickets and implementation plans.

Recently joined a team that’s working on a project that affects all 7k employees in our organization. They want to implement a change management model- which has never been done before formally in our organization- to try and better assimilate staff to the new scheduling system we’re implementing, with the intent of scaling the model for other change projects within our org.

There’s only two of us working on this change management aspect of the project and I feel lost. I’m thinking the “change network” of champions should be pretty thorough (at least one from each affected role and/or division within our org) so we can surface and address niche concerns as they come up, but not sure how many people we want to involve.

For you experts- any advice you can impart on structuring change management at an organizational level and what the ideal “change network” change management team would look like?

Any advice is appreciated. Thanks!

Looking for options for a mid career pivot. I have worked on transformation programmes and very closely with change colleagues and in internal comms. I have really enjoyed working in transformation. However most of my career has been corporate comms.
How easy would it be to make the pivot into change management if I got Prosci certified?
Would recruiters take me seriously, how would I go about it and what is the London market like?