The Value of PDC’s Organizational Change Management Architect™ Designation

Major change and transformations require effective leadership where managers and senior leaders inspire and motivate their teams to achieve higher performance by appealing to their values and sense of purpose to facilitate wide-scale organizational change. To address this challenge, PDC offers a designation – Organizational Change Management Architect™ – that requires the successful completion of three courses and related exams in order to achieve the following certifications:

• The integratedITSM™ System
• integratedITSM™ Essentials
• Organizational Change Management

Recognizing that all organizations want to achieve the benefits of organizational change management. They sincerely want to create a culture of collaboration and learning where they can support and add to the continuous delivery of business value. Unfortunately, some organizations fail to make this happen, because existing change models used (if one is used at all!) are missing a connection between the proposed change initiative – especially in terms of its relevance to IT – and what the business is trying to achieve and why. This disconnect is addressed in the 20/20 Change Model featured prominently in our training partners’ Organizational Change Management certification courses. The guidance and course content provide leaders with a way to help their organizations stay on track with their organizational change management transformation and, ultimately, deliver enhanced business value.

What Is the 20/20 Change Model?

The 20/20 change model is a four-phase model that first clarifies your organization’s business objectives, ensures the change initiative will align with the over-arching business objectives, and embeds the change within the culture and practices of the organization.

Here are the four phases of the 20/20 Change Model:

Phase I – Clarify and Align:

• Pinpoint the business objectives that your project or team needs to align with, determine what needs to be done to realize these objectives, and whether it is worthwhile to undertake this project right now.

• Identify how this project will move the organization closer to achieving its business objectives, which will make it clear how near/far your team’s objectives are from those of the business.

Phase II – Plan and Approach:

• Determine the various steps that need to be taken to implement this change, including what needs to be done, by who, and with what resources.
• Decide on an appropriate methodology and, as you proceed, continually validate progress to ensure you’re on the right track.

Phase III – Engage and Implement:

• Determine how to engage with your people to empower them with everything they need to get the job done, as well as to accept and adapt to the change.
• Remember that as a leader, your job is to help others achieve stated goals.

Phase IV – Validate and Sustain:

• Determine if you’ve accomplished what you set out to do by:
  • Identifying key performance indicators at the outset and validating they are being achieved as you proceed
  • Observing the impact of the change on customers and business goals
  • Observing if employees are truly committed to the permanence of the change, working in a different and more efficient way, and if they’re motivated to build on the change through additional improvements and benefits.

To learn more, contact one of our PDC training partners.