Organizational Change Management

The One Washington program leadership recognized early the need for change management and began implementing an Organizational Change Management (OCM) program before software selection and implementation. In doing so, program leadership established strong working relationships with stakeholders including the state Legislature, program sponsors and advisory committees which helped lay the groundwork for program advocacy. Our OCM activities include:




  • Supporting agencies with completing activities for people, process and technology. 
  • Tracking agency readiness levels through status reports, surveys, pulse checks and other feedback loops.  
  • Supporting agency readiness activities such as go-live readiness toolkits, agency readiness checklists and cutover plans. 


  • Championing One Washington and being sponsors of the work to get ready for One Washington and the changes coming; helping leaders be “aligned” on the vision, mission and goals of the One Washington Program. 
  • Conducting leadership alignment activities such as visioning sessions and strategic offsites to reach consensus on the One Washington Program goals and priorities. 
  • Socializing deliverables with program and agency leadership (as applicable) to help keep them informed of OCM One Washington Program activities and to keep work aligned with One Washington Program goals.  


  • Developing communications and stakeholder engagement plans. 
  • Promoting the case for change and the benefits of change, articulate the “What’s in It for Me” (WIFM) for stakeholders and help advance system users move along the change commitment curve. 
  • Coordinating communication and outreach to agencies and key project stakeholders in support of tasks or requests for time/information supporting One Washington, using the One Washington communications development/review process.  
  • Conducting communications and stakeholder engagement activities such as town halls and project team meetings. 



  • Providing recommendations for building OCM capability and capacity. 
  • Helping impacted staff understand new roles and responsibilities and manage transition. 
  • Tracking workforce readiness levels through surveys, pulse checks and other feedback loops. 
  • Supporting workforce readiness activities such as knowledge/skills assessments, creation of manager toolkits, education sessions and pre-training demonstrations. 


  • Providing OCM training and education to agencies to improve their OCM capability. 
  • Designing and implementing training activities such as nano-learning, video, simulations, quick reference guides and job aids. 
  • Assisting with post go-live support/training reinforcement through activities and materials and reinforcement training.