Change Management Learning Center - managing change library

Welcome to the Change Management Tutorial Series

Home   |   Bookstore   |    Training   |  Tutorials   |   Benchmarking  |  Webinars

Email this page to a friend


Change Management Office:
Benchmarking Data and Considerations
Module 3


Over the last decade, the discipline of change management has emerged and evolved. What was once an ad hoc, after-the-fact approach occasionally accompanied by a communications plan or training plan has been replaced by holistic, structured processes with complete toolsets for addressing change management at the individual and organizational levels. Now, leading organizations are taking the next step in the journey, shifting their focus from project-by-project application toward institutionalizing change management practices, processes, capabilities and competencies. Instead of addressing change management one project after another, these organizations are investing time, energy and resources to build organizational change management capabilities and competencies. Prosci calls this effort Enterprise Change Management (ECM), the structured and intentional deployment of change management across and throughout an organization. The first tutorial in this series provided an overview of Enterprise Change Management, and the second tutorial provided guidelines and tips for adding structure to your deployment effort.

This tutorial, module 3, focuses on one aspect of institutionalizing change management - the creation of a functional group or Change Management Office (CMO). See what others are doing and learn about important considerations as you are creating a functional group dedicated to change management.


Latest benchmarking data on the CMO

Prosci's 2012 edition of Best Practices in Change Management contains a large section focused on deploying change management broadly across an organization. Below are excerpts specifically related to functional groups focused on change management - the CMO.


How many organizations have CMOs?

The creation of a functional group dedicated to change management is certainly an emerging trend in the discipline. Just over one third of participants in the latest benchmarking study had a Change Management Office or functional group (Figure 80).


The table below shows the percentage of participants that had a Change Management Office relative to the organizational maturity level based on the Prosci Change Management Maturity Model. The data shows that more mature organizations are much more likely to have a functional group dedicated to change management than less mature organizations.

Level in Prosci Change Management Maturity Model

Percentage with CMO

Level 5 - Organizational Competency 73%
Level 4 - Organizational Standards 54%
Level 3 - Multiple Projects 48%
Level 2 - Single Projects 32%
Level 1 - Absent or Ad hoc 9%

Learn more about the new Prosci Change Management Maturity Model Audit


Where is the CMO located?

Participants who had a functional group dedicated to change management also indicated where in the organization that group resided. The top response, as in previous studies, was in Human Resources (HR) or Organizational Development (OD). Information Technology (IT), the Project Management Office (PMO) or within operations were the next most frequently cited locations (Figure 81).

The presence of IT as second on the list is interesting. There are likely two reasons for this. First, the IT group tends to create or launch significant amounts of change in the organization, and in the past these groups have fallen into the trap of installing a solution but not ensuring benefits were realized because they ignored change management. Second, many Project Management Offices historically started in IT before migrating to an enterprise level view. Both of these factors may contribute to the high percentage of CMOs found in the IT function.


How big is the CMO?

Participants with a CMO indicated how many employees were part of the group (Figure 82). Just under half of participants (49.5%) indicated that their change management functional group was comprised of five or fewer employees.


What is the CMO called?

Participants with a functional group dedicated to change management shared the name of the group. The most common names for the group fell into one of three categories:

  • A title using the words "Change Management" including:
    Change Management, Change Management Office, Change Management Department, Change Management Team, Enterprise Change Management, Organizational Change Management 

  • A title using the word "Change" including:
    Business Change, Change Team, Change Group, Change Unit or Change Leadership 

  • A title using one of the following words related to change:
    Transition, Improvement, Transformation, Performance or Strategy


Important considerations when creating a CMO

There is no universal model for the Change Management Office that will work for every organization. The "right" roles and responsibilities for the Change Management Office will depend on your organization and how the CMO fits into your effort to deploy change management more broadly throughout the enterprise. The "right" location will depend on your organization and characteristics of your organization. The "right" structure will depend on your organization and the functionality you have defined.

Rather than prescribing the approach for the CMO, Prosci has developed a set of CMO considerations that should guide your thinking and decisions about the creation of a change management functional group. Below are the primary considerations for creating a Change Management Office. 

Prosci CMO considerations:
What it should do Possibilities include:
  • Own and maintain the methodology
  • Own and maintain the tools
  • Own the curriculum
  • Maintain a community (Center of Excellence or Community of Practice)
  • Coach sponsors
  • Coach managers/supervisors
  • Coach project teams
  • Provide change management resources (people) to specific projects
  • Provide consultative support to change management resources on teams
Where it should reside Variables to consider:
  • Access to and visibility into change efforts
  • Credibility in the organization
  • Historic or cultural implications
  • Adequate sponsorship for enterprise-wide impact
  • Ability to liaise with others who work on projects including: Project managers and teams, training specialists, communication specialists, leadership development and groups involved with defining and creating individual competencies
How it should be structured Decisions required include:
  • Centralized vs decentralized
  • Amount of staff required
  • Representatives in/from the business


Decisions about the creation of the Change Management Office should be part of a larger effort to institutionalize change management. Learn more about Prosci's suite of offerings for organizations pursuing Enterprise Change Management - the effort to institutionalize change management and build organizational capabilities and competencies.


Prosci ECM Boot Camp

The Prosci ECM Boot Camp is a one-day workshop that gives you the foundation, perspective and tools you need to be successful with Project ECM. You will dive deeper into the current, future and transition states of Project ECM and apply the construct to your organization. The fast-paced session draws on the latest benchmarking data and development from Prosci, equipping you with tools for creating your own customized strategies and plans for deploying change management broadly throughout your organization.

US ECM Boot Camp sessions conducted by Prosci:

  • April 16, 2015 - Las Vegas, NV
  • May 12, 2015 - Chicago, IL
  • Sept 22, 2015 - Denver, CO
  • Oct 15, 2015 - Portland, OR
  • Download registration form for US programs delivered by Prosci
  • Contact Us to learn more about an onsite ECM Boot Camp

Canada ECM Boot Camp sessions conducted by AdPro

Australia ECM Boot Camp sessions conducted by Being Human:


  • "The ECM Boot Camp gave me a research-based grounding in the principles of Enterprise Change Management, and equipped me with robust tools that enabled me to immediately apply the learning. Highly recommended for anyone looking to go beyond project change management to affect an entire culture."
       - Eryc Eyl, Change Acceleration Specialist
  • "ECM Boot Camp affords excellent understanding of the mechanisms underpinning ECM. As importantly, it informs on the practicalities of making it happen. Any first steps on the ECM journey will be all the more surefooted for a day spent here."
       - Graeme R, Management Consultant
  • "My favorite part of the ECM Boot Camp was learning that there is already a defined approach and that if you follow the steps you can make progress - AND that there is a way to measure that progress - I loved it!"
       - Stephanie Christensen, Director of Enterprise Change Management
  • "The ECM Boot Camp was very much worth the time and money that I invested. I walked away knowing what I needed to do next, to get on the right path to complete my journey to implementing ECM."
       - Marlene Mathias, Six Sigma Black Belt
  • "The ECM Boot Camp will kick your organizations Change Management practices into high gear...."
       - Janice, Sr. HR Consultant II
  • "If you're serious about achieving true change management as one of your core organizational competencies, then find a way to get to this course."
       - Jeff, Managing Director, Governmental Agency

Sessions are held at conference facilities near the airport, so you can take the complimentary airport shuttle to simplify travel. Tuition for the program is $889 and includes a single user license for the new ECM Roadmap (online instructional tool) and access codes for the new Prosci Change Management Maturity Model Audit. Visit the ECM Boot Camp website to learn more or download the registration form to enroll. Seats are limited.



Interested in bringing Prosci's methodologies to your organization?

Prosci offers site licenses that allow you to leverage Prosci's world-leading research and methodologies in your organization. With enterprise site licenses, you are able to customize Prosci's processes and tools to fit your organization, integrate Prosci's models into existing processes and project management approaches, translate into multiple languages, lower the cost of training delivery and truly build your organization's change management capabilities and competencies.

Contact a Prosci Account Manager at +1-970-203-9332 or changemanagement(at)prosci(dot)com to discuss your change management needs and how Prosci's research-based, holistic, easy-to-use solutions can work for you.








Email this tutorial to a friend
Ask a Prosci analyst
Order online - secure server Order the Change Management Toolkit or Change Management Pilot for complete change management assessments, templates, guidelines and plans



Prosci Change Management Certification

Program highlights:
  • Apply the methodology as you learn it on a real project
  • Learn from experienced executive instructors
  • Become part of a change management community
  • Earn 2.4 CEUs, 24 PDUs and 23.5 HRCI recertification credits
  • Walk away with products and course materials worth over $1000

Download the certification program brochure

Upcoming sessions with availability:

  • June 26 - 28, 2012: Washington DC area - TEAMS ONLY
  • July 10 - 12, 2012: Orlando, FL area
  • July 10 - 12, 2012: Denver, CO area
  • July 24 - 26, 2012: Chicago, IL area
  • July 24 - 26, 2012: San Diego, CA area
  • July 31 - Aug 2, 2012: Washington DC area

Visit the certification training page

Email a certification inquiry or call
970-203-9332 to register today.

"The best training class I have had in years. Goes way beyond the strategy and framework and focuses on real world problems and the tools to solve them."
- Jennifer J., April 2009 participant

"This was the most effective and engaging course I've ever taken. I feel that I can truly use this knowledge in my personal and professional life immediately."
- Lisa S., February 2009 participant

"Awesome - truly one of the most beneficial programs I have ever attended - immediate application on the job!"
- Robin S., March 2009 participant

"This program absolutely over-delivered my expectations. I now feel more prepared and better equipped to do my job."
- Paul S., January 2009 participant



Offerings for applying Prosci's change management methodologies:


  • Prosci's site licenses are a great solution for building change management capabilities and competencies throughout your organization. With a site license, you can customize and integrate Prosci's world-leading research and methodologies to fit your organization and begin building the individual competencies necessary for true change capability. Contact a Prosci Account Manager at +1-970-203-9332 or to discuss your change management needs and how Prosci's research-based, holistic, easy-to-use solutions can work for you.


  • Change management certification ($2800)- attend Prosci's 3-day certification program where you bring your own current change project to the session and learn to use Prosci's tools through practical application - taught by former fortune 500 executives at locations across the US - includes over $1000 in products, including the Best Practices in Change Management benchmarking report, the Change Management Toolkit and the Change Management Pilot Pro 2012
  • Train-the-trainer ($3500) - learn how to teach Prosci change management training programs in your organization
  • Onsite training - bring Prosci to your location for 3-day certification programs, 4-6 hour executive briefings, 1-day manager programs or 1-day employee programs - call +1-970-203-9332 for more information

Methodology tools:

  • Change Management Toolkit ($389) - hardcopy 3-ring binder presenting the Prosci Change Management Methodology, includes templates, checklists and assessments for managing the people side of change (includes USB)
  • Change Management Pilot Pro 2012 ($489) - online tool including the Prosci Change Management Methodology, eLearning modules and downloadable templates, assessments, presentations and checklists
  • Change Management Guide for Managers and Supervisors ($209) - tools to help supervisors engage and coach their direct reports through change
  • PCT Analyzer ($149/$349) - web-based tool for collecting PCT Assessment data, analyzing results, identifying risks and developing action steps

References and books:

  • Best Practices in Change Management benchmarking report ($289 / quantity discounts available) - journal-style report with lessons learned and best practices from 650 participants, presented in an easy-to-use format - reads as a checklist of what to do and what not to do
  • Change Management: the people side of change ($18.95 / quantity discounts available) - a primer for anyone involved in organizational change that addresses why manage change, individual change management and organizational change management
  • ADKAR: a model for change ($18.95 / quantity discounts available) - the definitive work on the Prosci ADKAR® Model
  • Employee's Survival Guide to Change ($14.95 / quantity discounts available) - a handbook to help employees survive and thrive during change, answers frequently asked questions and empowers employees to take charge of change



*** Prosci also offers leadership packages - groupings of products at discounts that offer you some of the most helpful and common combinations of Prosci change management resources



Email this page to a friend


Email a Prosci analyst or call 970-203-9332 with questions about the methodology, its application, or finding the right resources to support your change management activities.




*** Register to receive free news announcements and tutorial releases ***



Tutorials | Bookstore | Benchmarking | Articles | Training | Register | Webinars | Resources | Home

Copyright Prosci 1996-2014
Prosci and ADKAR are registered trademarks of Prosci Inc.
Send comments to a Prosci analyst


Contact Prosci
email: Prosci email form
phone: 970-203-9332 or 800-700-2831
5042 Technology Parkway, Suite 500
Loveland, CO  80537  USA