Research shows that 70% of newly launched transformation projects fall short of their goals, while 27% exceed their budget. The most influential success factors in ERP implementations are executive sponsorship, a clear vision and consistent communication, active user engagement, comprehensive training and support, and effective project governance and cultural alignment.
These factors share a common denominator: they all fall within the scope of change management.
The Business Case for OCM
Reduced resistance, fewer redesigns
Targeted OCM reduces resistance early, minimising re-engineering, rework, and reactive firefighting. Early risk identification and executive sponsorship reduce the need for mid-project corrections — avoiding schedule delays and functional redesign.
Time and cost efficiency
Role-based training and structured knowledge transfer — delivered as part of OCM — ensure users understand the new system and processes from day one. This shortens learning curves and reduces the need for retraining, with studies indicating reductions of up to 30% in overall training time.
Minimised go-live disruption
Proactive, readiness-based OCM identifies and addresses go-live risks before they materialise. Organisations avoid prolonged stabilisation periods and reach full operational capacity faster — protecting the expected ROI from day one.
Higher adoption and active usage
OCM accelerates time-to-adoption, ensuring employees are fully prepared to use the new system at go-live. Target state: active user rate above 80%, workaround rate below 20%. Approximately 73% of expected business benefits depend directly on active user adoption.
Stronger engagement and organisational culture
Transparent communication, structured involvement, and consistent support reduce uncertainty and resistance. Employees who understand the rationale for change are more committed — creating a more stable, predictable transition and a more adaptive organisational culture over time.
The Helix 5×5 Adaptive Change Management Model©
The Helix 5×5 model is a methodological framework that addresses the human, organisational, and leadership factors essential to a successful SAP S/4HANA implementation. It aligns with the SAP Activate methodology, complementing each phase with Helix’s practical experience and ensuring that change management is fully integrated into the project — not bolted on.
The model consists of five interconnected process steps covering the entire implementation lifecycle:
Step 1 — Preparing the organisation for change
Establishing the rationale for change, building organisational commitment, and reducing resistance before the project begins.
Step 2 — Developing the OCM framework (OCM Playbook)
Creating a structured, transparent plan that covers communication, training, stakeholder management, and feedback mechanisms.
Step 3 — Implementing change
Seamlessly integrating change management into project execution, ensuring the new operating model becomes an intuitive part of daily operations.
Step 4 — Embedding change in organisational practice
Supporting the development and reinforcement of new structures, processes, and behavioural patterns to ensure lasting results.
Step 5 — Reviewing progress and capturing learnings
Evaluating effectiveness, identifying lessons learned, and refining operational workflows to strengthen organisational resilience for future transformations.
Key Methodological Elements
Stakeholder Management — Identifying all project stakeholders, mapping their expectations and influence, and ensuring each key party understands their role and actively supports the change.
Business Impact Analysis — Assessing how SAP implementation affects organisational processes, competencies, and roles — and defining targeted intervention points to ensure a smooth transition.
Communication Strategy and Planning — Designing a communication framework that guarantees transparent, consistent, and two-way information flow throughout the project.
Change Agent Network — Developing internal change ambassadors — key personnel who bridge the project team and the broader workforce, facilitate adoption, provide feedback, and build local commitment.