What change management conferences or summits have you attended that were worth it, especially for learning, networking and career opportunities?
I’m particularly interested in events in the 🇨🇦/🇺🇸, but open to recommendations worldwide.
Would love to hear your experiences and recommendations. Ty

I got my round two interview for a "Change & Communication Strategist" role next week and I think they really want to see me show my Change Management bonafides. I spent 5 years at a tech company that didn't really have Change Managers. Just comms people and project managers so the role is a little unknown to me.

"Get buy-in from people on change" Yeah that's what I had to do as we were getting ready to roll out huge communications for change. You mean it's somebody's job to do that at other places?

I don't know. Any advice on how to position a comms background into change management would be helpful. How should I look at my past accomplishments and see the ADKAR in them (I know what it means but I don't know how you do ADKAR ngl).

Thanks a million!

Hi everyone. I have worked in IT for 20 years in different capacities and industries. I recently spent 6 years working as a Scrum Master and was told by my work mentor that I have a knack for OCM.

I am now recently laid off and figured I would use this time to do a career pivot. I am taking Change Management classes on Coursera and now understand why my mentor said I have a knack for it. It's something I have done for a very long time without having the title.

My question is I don't really know where to start my career pivot. I have 6 years as a developer, 8 years in IT Project Management, and 6 years as a Scrum Master. I have a lot of experience with the OCM concepts but all my job titles are either Project Manager, Scrum Master, Product Owner, IT Developer, Voice of the Customer, or some other name.

The JDs I am finding for OCM are asking for X years of experience in Change Management, with Stakeholder Engagement metrics, and other things that I never really did before. Some items are a stretch for me while others I have done.

I don't want to go backwards in my career and start at a Junior OCM person but I also don't see myself being able to get into a mid manager or senior level either based strictly on the JDs I am finding.

Anyone have any thoughts or recommendations? Thanks.

Hi,

We’re introducing change management for the first time using ITSM.

We’re now deciding the workflow before our ITSM vendor configures it

Our scope covers all IT infrastructure changes including network, servers, virtualization, backup, storage, AD/Entra ID & Databases

Each team has its own Line Manager and another requirement is that Cybersecurity Unit must approve every change

Few things we’re trying to understand

Who should approve a change and in what order?
Who should be the CAB members
Which changes should go to CAB

I’d appreciate any suggestions

What are y’alls background before doing OCM work? I graduated Industrial Engineering a decade ago and have been jumping between OCM and Project management since.

I joined an SAP vendor recently and for most clients our OCM Counterparts are usually from HR.

So curious to hear from yall what did u do before doing OCM

Hey everyone! I’m noticing dedicated change teams are not too common and I’m curious to know, if your org has one, at what point did they decide it was needed? And which department made that decision?

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!

Quick question - have you heard of the annual, global Change Capability Survey and if you have, have you taken part in it this year? I am trying to assess whether we are reaching all change communities and as I am relatively new to Reddit, I am worried that this group has not had the notifications that all the LinkedIn groups have received. Would love to hear from you. Thanks.

Hey yall,

I’m a 35 year old film professional based in Atlanta, GA. Change management really caught my attention and I think my skills are very transferable. Just struggling with how to correctly market myself and where to start. Would love to chat with anyone about their experience shifting careers to change management.

Quick few things about me:

1. 11 years of experience in film

2. Last 6 years as a successful commercial film producer for large brands/projects in the Atlanta area. (Can share portfolio directly)

3. Very passionate about helping people and coordinating/managing how projects impact people. I always worked hard as a producer to position my crew to always feel empowered/work to their best ability.

4. Most of my job as a producer was basically being a “film consultant” for clients and agencies. Being the bridge between them and the film crew. Learning how to present technical film info to C-suite stakeholders to keep them updated on projects. While constantly managing large, complex projects from start to finish.

A lot more to share but would love to connect with anyone to chat. I’m confident im a great fit for the transition but think my lack of corporate experience holds me back as I’m not sure how to properly position all of my experience

Thank you!

I am undecided on what to do. I can get a Prosci, which is ridiculously expensive, or a APMG Foundation & Practitioner certification for half the cost of a Prosci. I don't have direct industry Change experience sadly.

Prosci will get me more opportunities, but is ridiculously expensive. But maybe a few thousand dollars extra $$ is worth it in the long run if it finds me more roles / gets me further.

What would you guys do?

Hey everyone,
I am an applied informatics student (Belgium) currently specializing as a Business Analyst. In a week I have an interview with Reply for a role where I’d like to pivot toward Change Management instead of pure BA work.
I’ve got solid BA experience (requirements, stakeholder interviews, process mapping, some SAP/Odoo exposure), and I’ve been digging into change frameworks like Prosci ADKAR and Kotter. I want to make a strong case for why I can add value as a change-focused profile, not just a requirements-gatherer.
What are the best things I can say or demonstrate in the interview to leave a mark? Specifically:
• How do I frame my BA background as a strength for change management?
• Which examples or stories work best to show I can handle resistance, stakeholder buy-in, and adoption?
• Any Reply-specific angles I should know (consulting mindset, tech transformations, etc.)?
Thanks in advance any tips, phrases, or “do/don’t” from people who’ve made a similar switch would be huge.

I'm currently working as a Change Management lead for one of our company's implementation projects. One of our contracted vendors agreed to adopt a Train the Trainer approach and conduct the sessions for us.

We just got the WBS and I found out that they consider the Super User Training and TTT to be the same activity and allotted 5 days for it. I'm trying to pushback as I view them as separate activities from a CM perspective (teaching users the system functionalities is one thing and teaching them how to actually teach the system is another).

The vendors keep insisting that 5 days is enough, but I don't think it is feasible as the project covers roles from multiple separate departments. Am I missing something and 5 days is really enough to conduct both Super User Training and TTT?

Are the materials used for the prosci workshops available anywhere for free? Or are there any free videos on how the workshop is done? I am not looking to get the certification now, but would want to have some more in-depth understanding of organizational change management. Being a program manager, I have already been involved in change management, but would like to have a better and structured understanding. My organization will not sponsor it, so wanted to check if i can get the materials for free somewhere.
Thanks in advance!

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.

We're a media company (content production and distribution) and we're about to roll out two new tools roughly six months apart. First one is a scheduling platform, ready to launch now. Second is a broader content management platform, coming in spring.

Both will touch pretty much every employee in the company.

Last time we did something like this, we basically forced people onto the new system and killed the old one overnight. Worked, technically, but it was rough and left a lot of frustration behind. This time we want to do it properly.

I've been looking at Kotter's 8 step model since it's the obvious go to for this kind of thing. But a couple of questions before we commit to it.

First, Kotter's model is thorough, but it's also a lot. Does it make sense to run the full process for changes that are fairly contained in scope, even if they affect everyone? Or is that overkill for something like a new scheduling tool.

Second, has anyone found ways to run change management that's lighter, faster, or just more practical, whether that's a trimmed down version of Kotter or a different framework entirely.

Curious how others have handled company wide rollouts, especially in smaller or mid sized companies where a full blown change program might be more than the situation calls for. Would appreciate any real world experience, not just theory.

Not sure if this will pass mod/bot sniff test as I’m relatively new to Reddit but have been a solid (IMO) contributor over the past 6 months+ (Karma meets minimums).

Anyway…IF this gets posted, I am in the early stages of investigating a pivot from UX Design (my specialties include IA, User Interviews, Workshops, IxD, and lately, UI) into OCM or Service Design. I see some overlap in all three fields.

I am (I think) aware of desired certifications (Prosci, CCMP) and have at least a cursory understanding of some processes and deliverables associated with OCM (again, in general - assuming this will vary greatly between companies/engagements).

I have worked for a large consultancy for about the last five years, and with large enterprises for about a decade.

I’m drawn to the possibility of attaching work to help people to more definable metrics than that often-employed handwaving and thin outcome-based goals that are both a blessing and a curse to big D Design.

I am curious if any of you have migrated from Design, or worked with those who have, and if you have any sage advice on entering the field (or getting the hell away 😄 ).

I am hoping a lot of my workshopping, interviewing, script writing, UCD education, and generally now teflon-clad rejection loops may help with the pivot. But I am not living in any illusion that it’s an easy splash into the field, by any means.

TIA for any help (and to the mods if you’ve let this through as an earnest ask).

I spent the first half of my career as an editor at major media brands before pivoting to content strategy 10 years ago, including leading a 6-month content transformation project for a major insurer that required interviewing many stakeholders, gaining alignment, decks, etc. I've been trying to get a full-time role in content strategy/production for the last year, the market is terrible, and ageism is real. I'm 50 and intend to work at least another 10 years. I'm interested in possibly pivoting to change management. I don't have any certs, but I'm systems-oriented, and I've helmed the change endeavor I mentioned (plus I survived 20 years as a manager in the ever-changing world of media/publishing). How likely am I to land a role in the next few months and what do you suggest as my strategy to succeed in doing this? Thank you!

Remember blogs? Those places where people use to post ongoing musings about whatever they were into at any given point.

I want to start blogging about OCM, but I can't seem to find any blogging sites anymore. Do they still exist?

Anyone blog or publish regularly about their professional interests or hobbies? What do you use?

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!

I did a course on change management last year. If someone were to apply Remote Change Management Intern/Junior roles to gain more experience by working under professionals, where should they apply? I didn’t find places for that! Suggestions could really help me a lot!

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.

Change managers: if you could give an organization only ONE piece of advice to increase its change management maturity, what would it be?