When thinking about building a CMO, there are many layers to consider, especially when it pertains to change management. Here are some key points to keep in mind when you begin your growth with a CMO.
Conduct Research and Planning
- Understand departmental needs: Identify the specific needs of different departments or divisions. Explore existing change groups or teams within the organization.
- Survey the organization: Conduct a thorough survey to gauge the organization’s insights on change that will help shape the CMO. This can help identify internal members with change management skills.
- Determine the team to build the CMO: They may not necessarily be a part of the CMO, but establishing a group who can push the initiative forward is essential.
Establish Vision, Goals and Internal Brand
Determine vision, purpose, and goals: Clearly define the vision, purpose, and goals of the CMO, which will ensure alignment and secure buy-in from leadership.
- Purpose: “The CMO’s purpose is to facilitate and manage the people side of change, ensuring that organizational initiatives are embraced and adopted successfully while aligning with our strategic priorities.”
- Role: “The CMO serves as a strategic partner in planning, executing, and sustaining our change efforts. It provides expertise, tools, and processes to support leaders and employees in adopting new ways of working.”
- Establish or enhance your internal brand: Develop an internal brand that aligns with the vision, mission, and values of the organization. This contributes to cultivating a change-oriented culture. Your internal brand will help employees understand a set of beliefs, behaviors and characteristics that define the organization identity. This helps influence how employees and external stakeholders perceive the workplace.