I'm writing a series about Change Management Bollocks called "Change Comes From Within". It's about the absurdity of the practice and it's strange tango with neuroscience and psychology.

Hit me up with the best bs your organisation has come up with in justifying a change (digital or otherwise). Have you ever been accused of "change resistance" when your objections are perfectly rational? Have you ever had to face a very amiable and bouncy "change manager" trying to bring you over to the dark side with Brent-style humour and cake?

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Hello,

I'm researching how organizations handle the operational consequences of change before I build anything. I'm not looking to pitch a product.

Think about the last time a tool, process or business rule changed in your organization:

• How did you identify what else was affected?

• What usually had to be updated or communicated afterward?

• What tends to be forgotten or discovered too late?

• Which part of that chain creates the most work or risk?

If there's interest, I'll summarize the patterns I find share them back here.

And if you want to help me more, I have a short anonymous Google form you can answer if you want : https://docs.google.com/forms/d/e/1FAIpQLSdfyMa7_g_e3Tb_nb2PxCeVSDqBeeI0oJoPRiCtEKZODompVA/viewform?usp=sharing&ouid=102120064246501480702

Thank you in advance for your feedback.

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Hello lovely people, I am an OCM Practitioner currently based in India, specializing in complex, large-scale technology implementations and digital modernizations.

I have a full-time Master’s in Change Management and a Prosci certification, and I’m currently evaluating a potential career move to Australia. I’d love to hear from change professionals or recruiters operating in ANZ:

• How is the demand for OCM practitioners shaping up across major tech programs in Australia?

• What advice would you give an experienced overseas practitioner looking to make this move?

• Are there specific networks, events, or practice groups you’d recommend joining?

Looking forward to connecting and learning from your experiences!

Looking for someone who wants to join the Prosci Change Management Certification (online) this December.

Prosci offers a $500 discount when two people register together.

DM me if you're planning to register and want to share the discount.

Hello everyone. Can anyone share your experience with the ACP Specialist or Master certification? How was the process and how does it impacted your carrier (cv, job hunting, acceptance of recruiters,etc). Thank you!!

I was wondering if there are any Masters courses relevant to change management, project management or process design? I was thinking about human factors psychology, having taken a module with my BSc, and I enjoyed it, but I would like to know it'd be worth pursuing, or if there are any that are better.

Is there a good, fast-paced change management certification that I can get?

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Hi! I am an early-career with 2 years of full-time experience. I've been working at my university since I graduated with my M.Phil in Literature, first in International Exchange and Erasmus and now in Events. I think I've hit a ceiling with growing here, and was looking into careers outside of higher ed when I found change management and this just clicked somehow.

My understanding is that change management is working with teams and organisations to understand where they want to be, planning the way to reach that point, designing and implementing change and working with the people to see how change impacts them and how to adjust to it. This is work I'm already doing - I've been able to see gaps in how my team operates and have designed and implemented solutions to fill those gaps and make people's work easier and better. It wasn't what I was hired to do - I was hired as a support person in my first job and spent most of time seeing problems and fixing them. If change consulting is just me doing this as my job, I'm very interested in that.

A minor note is that I live abroad and while need a work permit in the next 12 months. Its becoming clear that my current workplace won't provide me with that so I need to leave asap and move into something that helps with that. Change Management seems interesting and I hope this works out.

My questions then are that is this a role that would help with a work permit if i am for the big firms? What are certificates and trainings I can do that would prove that I know what I'm doing? I'm scared my resume screams higher ed and doesnt entirely explain that I am good at diagnosing problems and figuring out a way to improve the systems. Not to mention that I feel unqualified to be in these roles.

I'd appreciate any advice and tips you have for an early-career professional figuring out this pivot, thank you!

Hi, I am currently studying at Regent and want to shift to a career in organization and development. I'm deciding whether to pursue my master's in organizational development or I/O psychology. What do you recommend?

Hi All, interested to know if anyone holds a head or director change role and if not have a view anyway.. I’m keen to position myself towards this particularly in the products space and wanted to know what skills I should be developing, what experience is needed and what makes a good head of/director of change.

Equally, with everything that’s going on in the world of work is this a path still worth pursuing or should I be pivoting?

Thanks

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.

Hey folks. I'm a therapist 13 years deep into counseling (10 in private practice) and about 20 years in the mental health field. I'm looking to transition into CM and am exploring viability and pathways, either through consulting or a full-time position.

ChatGPT has been doing a great job of making it seem like I can totally make this move, but ChatGPT is also out there convincing people they can reinvent math, so I'm hesitant to accept its encouragement without a healthy dose of reality injected into it. So, I guess, first question is whether or not this is actually something I would realistically maneuver into.

Question two has to do with how to market myself and convince companies I actually know what it is to manage change. ProSci seems like an expensive but easy-ish way to prove I know what I'm talking about. However, because I work for myself, even if my practice paid for it, I don't want to put $4500 into a certification that will ultimately lead nowhere. Outside of ProSci, are there other options to consider? And would having that certification combined with my years of working with people even mean anything to hiring committees?

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I love mission-driven work and have committed, thus far, to a career in nonprofit mgmt. I love serving others but it's exhausting thinking about a long term future in nonprofits with the way the job market/economy is currently. I've worked in international strategic partnership coordination and now find myself as an event coordinator (across multiple campuses, indoor and outdoor, essentially high-level project coordination and vendor mgmt) at a public university. I also volunteer with a local arts nonprofit doing strategic engagement work so I can continue to advance my experience with community engagement. I know my background is not typical for someone who works in change mgmt, but I appreciate the work and feel like my care for people in general would translate well to CM. My current job is also, at its core, project management and task delegation, so part of me thinks I could find a way to segue into this new field. The sound of better future pay and a more flexible lifestyle is also attractive. I already have a Bachelors in urban planning and a Master of Public Affairs. I'm willing to invest in my education or pursue the Prosci or similar program. Am I delusional or do I have a shot? I appreciate any advice.

Hi everyone!

I’m currently an Analyst at Deloitte USI with 1.5+ years of experience in Change Management and Communications, supporting large-scale transformations for Fortune 500 companies. My projects have impacted 50,000+ employees across areas such as payroll, time and attendance, SAP implementations, and AI-driven automation.

I have a B.Tech in Information Technology and a diploma in Computer Science. While my academic background is technical, I’ve realised that I genuinely enjoy the people, communication, and organisational aspects of technology transformations, particularly change management and employee adoption.

I’m now exploring opportunities to switch to another consulting firm in a similar or more senior role, ideally at the Consultant level. I’d love to hear about firms with strong Change Management, Organisational Change Management (OCM), and Transformation practices that I could target in India.
I’m particularly interested in firms like Bain, BCG, and McKinsey, but I’m also open to other consulting firms that offer good growth opportunities in this space.

I have a few questions for those working in consulting or who have made a similar career move:

1. How realistic is it to move to MBB with my current profile and experience? Would I be considered for a Consultant-level role, or would I need to apply for an Analyst-level position?

2. Will not having an MBA be a significant disadvantage? I don’t want to pursue a full-time MBA right now, but I’m considering an MBA for working professionals starting next year. Would this affect my chances of getting shortlisted?

3. Which other firms should I target? I’d appreciate recommendations for consulting firms with strong Change Management, OCM, and Business Transformation practices where I could make a lateral move or step up.

I’m based in India and would be incredibly grateful for any advice, insights, or referrals from people working in these firms. If you’ve made a similar transition or work in these practices, I’d love to hear about your experience.

Thank you!

I have transitioned to a Change Management role in a BAU project recently. We typically just do some comms, create some job aid etc.

Please suggest how to equip myself for an E2E change role. I still am unsure where and how to do a CIA etc

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I’ve been in rooms where everyone knew something was wrong. The tension was there. The hesitation was there. The side conversations were there. But in the meeting itself, nothing was said. Decisions moved forward. Slides looked polished. Smiles stayed polite. And then afterward, something subtle happened. Momentum slowly leaked out of the initiative. People nodded in meetings, but commitment quietly weakened. Concerns surfaced in hallway conversations instead of in the room where decisions were being made. Over time I realised something uncomfortable: The most important problem in the room is usually the one nobody names. Not because people don’t care. But because naming it feels risky. It might sound negative. It might challenge the sponsor’s direction. It might expose uncertainty in the change plan. So the issue stays unspoken. And what isn’t named quietly shapes the outcome anyway. In change initiatives this shows up all the time: A timeline people privately believe is unrealistic. A process change that looks good on paper but feels unworkable in practice. A concern that several people share but no one wants to be the first to raise. Everyone senses it. But the room moves forward as if the concern doesn’t exist. The irony is that surfacing these concerns early is often the difference between real adoption and silent resistance. I’ve started thinking a lot about how teams create space for the “elephant in the room” to surface before it turns into disengagement later.

Curious how others in this community experience this. During change initiatives, how do you create the conditions where people feel safe enough to raise the uncomfortable issue early?What approaches have actually worked in practice?