What Does an Operational Change Manager Do?
An operational change manager coordinates and oversees all aspects of the change process to ensure that changes are carried out without disruptions. Their ultimate goal is to help organizations achieve their objectives by ensuring that changes are executed smoothly and efficiently.
They work closely with senior managers and other key stakeholders to develop change management plans that consider people. In addition, operational change managers support training efforts to help employees adjust to the new changes.
If your business is having trouble managing all the changes within the organization, it might be helpful to hire an operational change manager.
Organizations are evolving more rapidly than ever before. Every day, workplaces must deal with changing conditions, such as new technologies, processes, and regulations. To keep up with the pace of the changing business landscape, organizations rely on operational change managers to help them manage and implement changes effectively.
This guide will provide you with all the information you need about operational change managers, their duties, and the skills they need to be successful.
To learn more via video, watch the video below or skip ahead to continue reading.
What Does an Operational Change Manager Do?
To create a comprehensive change manager job description and hire the right operational change manager, employers need to know about the roles and responsibilities of these professionals. Learning about it is also crucial for aspirants pursuing a career in this field. So, here’s what operational change managers do:
1. Creating Change Management Strategies
One of the most important duties of an operational change manager is creating and implementing change management strategies. These strategies help organizations deal with changes in a planned and structured manner and minimize the risks associated with changes.
After consulting with senior managers and key stakeholders, the change manager is responsible for developing these strategies. Once they develop plans, they must implement the changes accurately.
2. Coordinating Change Management Activities
Communication and coordination are vital for optimizing business processes. A change manager is crucial in coordinating all the change management activities within an organization.
They must ensure that all team members involved in the change management process are on the same page. They coordinate with stakeholders, employees, and other relevant parties to ensure that everyone is aware of the changes and knows what to do.
They also develop communication plans to keep employees informed about the changes. These communication plans help reduce employees’ confusion or anxiety about the changes.
3. Creating Training Programs
Employees often resist change initiatives because they are unfamiliar with the new processes or technologies. Operational change managers help employees adjust by developing an effective training plan.
These programs educate employees about the new changes and help them understand how they will impact their work. In addition, training programs also help employees learn the new skills they need to be successful in the changing environment. To create effective training programs, you need to understand the needs of employees, their level of expertise, and their learning preferences.
4. Integrating Change Management Activities with Project
Change management is not a standalone process; it must be integrated with other business processes to be effective. Operational change management integrates change management activities with other project processes.
They work closely with project managers and other relevant parties to align change management activities with the project schedule. This helps avoid project delays or disruptions. Integrating change management and project management can be challenging, but it is essential for a business’s success.
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5. Monitoring and Evaluating Change
Once change management professionals implement a change initiative, monitoring and evaluating its progress is vital. It helps them identify any issues or problems that they need to address. A change manager is responsible for monitoring and assessing the changes to ensure they have the desired effect.
They track various metrics to gauge the success of the changes. They also conduct surveys and interviews to get feedback from employees and other stakeholders. Based on the monitoring and evaluation results, they make recommendations for improvements.
6. Defining and Measuring Success Metrics
Metrics are an essential constituent of any business process. They are the indicators of success or failure. As a change manager, you must identify and measure success metrics to better implement a change process. These metrics will help you track the progress of the changes and identify any areas that need improvement.
Once you have identified the metrics, you need to develop a plan for measuring them. This plan should include how you and your team will collect the data, how often it will be collected, and how it will be analyzed. You also need to understand what the data means and how you can use it to improve the change process.
7. Risk Management
A change manager faces numerous obstacles on their way to successfully implementing a change process. There are always risks associated with any change initiative, and it is the responsibility of the change manager to identify and assess these risks. Change managers also need to understand the organization’s risk tolerance. This helps them identify the acceptable level of risk and make decisions.
You need to develop risk management plans to mitigate the impact of these risks. To create a risk mitigation plan, you need to be adept at risk mitigation tactics and techniques. Such tactics enable you to reduce risks’ impact and make the organizational change process more successful.
8. Coaching Projects Teams
Project teams must deal with operational changes while working on a project. Dealing with these changes can be challenging for project teams, who are often resistant to change because it can disrupt their work. As a change manager, you must overcome this resistance and help teams embrace the changes. You can do this by communicating the benefits of the changes and assisting the teams in understanding how the changes will improve their work.
You need to coach project teams so that they can work in an evolving workplace. Coaching is key in helping teams understand the changes, develop new skills, and adapt to the new environment. You can also help teams identify the necessary resources to implement the changes.
9. Assessing the Performance of Project Teams
Coaching a project team is not enough; change management also involves assessing their performance. It helps identify areas where the team is struggling and needs further support. It also allows you to gauge the team’s progress and see if they are making the desired impact. Identifying the pitfalls in an operational change process can be difficult without performance appraisal.
Operational change managers use various methods to assess the performance of project teams. These include interviews, surveys, focus groups, and data analysis. They use data collected from these assessment methods to improve the change process.
10. Documenting the Changes
Documentation is an important part of any change process. It helps to track the progress of the changes and ensure that they are being implemented as planned. As a change manager, you are responsible for documenting the changes. You need to record all the documents related to the change process. It includes project plans, risk management plans, documents related to training and coaching, and other necessary correspondence.
Without documentation, it is difficult to track the progress of a change process. Documentation also helps to identify any issues that need to be addressed. It is a valuable tool for evaluating the success of a change process.
11. Developing Policies for the Change Management Plan
Policies are an essential part of any change management plan. They carry out the change process in a controlled and consistent manner. Developing strong policies is one of the crucial responsibilities of a change manager.
You need to develop policies that cover all aspects of the change process. Change management policies should be reviewed and updated regularly. These policies should align with the organization’s goals and be flexible enough to accommodate the organization’s changing needs.
Operational Change Manager Role Requirements
Change management is a vast industry, and the operational change manager role is specialized. Change managers need specific skills and knowledge to succeed in this role. Following are some requirements that you must fulfill to excel in the change management field
Understanding of Change Management Principles
You need to have a solid understanding of change management principles. It will help you to carry out your duties in an effective manner. Change management principles include:
- Understand your organization’s culture
- Lead others actively
- Build a solid vision to guide the change process
- Communicate the change process effectively
- Keep your vision in your mind
- Develop a plan to cope with unexpected events
- Monitor and adjust the change process
These principles enable you to understand the basics of change management. A good understanding of these principles is necessary for success as an operational change manager.
Project Management Experience
Experience enables you to understand the dynamics of a change process. The project management approaches help you identify the potential risks and issues associated with a change project. Project management experience is essential for the operational change manager role.
You need to have experience in leading and managing projects. It will help you to understand the different stages of a change process. It will also enable you to develop the necessary skills to cope with the challenges of a change project.
Conflict Resolution Skills
Conflicts are sometimes unavoidable when dealing with change. As a change manager, you need to have strong conflict-resolution skills. You should be competent enough to dig deep into the root cause of a conflict and resolve it constructively.
For this purpose, you need excellent communication and negotiation skills. You should be able to build strong relationships with various parties and find common ground to work towards a resolution that is acceptable to all.
Strong Analytical Skills
Analytical skills and critical thinking are required to understand the data collected during the change process. You need to identify the trends and patterns in the available data, which will help you make better decisions about the change process.
Data analysis can use different tools and techniques, including statistical methods, data mining, and predictive modeling. Advanced analytical tools like data visualization and business intelligence can also make the change process more efficient.
Strong Business Acumen
A solid understanding of business and the various processes involved in it enables you to make better decisions about change. Acute business acumen helps you understand the impact of a change on multiple business functions. It also allows you to assess the risks associated with a change process.
Change management is not just about technical aspects. It is also about understanding the business and its goals. So, you must have strong business acumen to be successful in your role as a change manager.
Educational Qualifications
There are no specific educational qualifications for an operational change manager. However, a business administration or HR management degree can be helpful.
Employers also prefer change managers with a project management certification from a reputed institute. Some popular certifications for change managers include Certified Change Manager (CCM), Prosci Certified ADKAR Professional (PCAP), and Certified Change Management Professional (CCMP).
Operational change managers can also benefit from having a master’s degree in business administration or a related field. MBA programs specializing in change management can help you understand the concepts and principles of change management in depth.
FAQs
Here are the most frequently asked questions about the role of a change manager.
What is the role of a Change Manager?
A Change Manager is responsible for guiding organizations through transitions by overseeing the implementation of change management processes. They ensure that changes related to technology, policy, or organizational structure are executed smoothly and effectively, minimizing disruption and maximizing employee engagement.
How does a change manager and project managers collaborate?
Change and project managers often work together to achieve successful project outcomes. While the Project Manager is responsible for planning, executing, and closing projects, the Change Manager focuses on the people side of change. The Change Manager helps ensure that employees are prepared and supported throughout the transition process, complementing the Project Manager’s goal of delivering the project on time and within budget.
What skills are essential for a successful Change Manager?
Exceptional communication skills are crucial for a Change Manager. These skills enable them to convey complex changes clearly and persuasively to various stakeholders, ensuring everyone is aligned and committed to the change. Additionally, a change manager needs strong leadership, strategic thinking, and the ability to empathize with employees changing.
How competitive is the change management job market?
The change management job market has grown steadily as more organizations recognize the importance of managing change effectively. Demand for a skilled change manager continues to rise, especially in industries undergoing rapid transformation. However, the market is also competitive, and candidates with experience in specific sectors or with certifications in change management processes often stand out.
How do Change Managers implement strategies for successful transitions?
Change Managers implement strategies by first conducting a thorough assessment of the organization’s readiness for change. They then develop customized plans that address potential resistance, communicate the benefits of the change, and provide necessary support to employees. These strategies often include training programs, clear communication plans, and feedback mechanisms to ensure a smooth transition.
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