70% of digital transformations fail, and PLM is no exception.
The tools are capable and the roadmaps are solid, yet adoption often stalls.
Why? Because technology is rarely the problem, people are.
Without dedicated support, your team can’t bridge the gap between a new system and a new way of working.
This is where OCM for PLM makes the difference.
Rick Maurer summarized resistance to change in a way we still see every day in PLM projects:
“I don’t get it.” — People don’t understand why PLM is needed or how it helps them.
“I don’t like it.” — They see extra work, complexity, and loss of control.
“I don’t like you.” They don’t trust the project, the leadership, or the way change is being pushed.
Most PLM programs focus on configuration, data, and integrations.
Very few address these three human reactions in a structured way.
That’s why adoption suffers. That’s why PLM value stays theoretical.
Successful PLM transformations treat people as part of the system. From day one.
The House of Change is our OCM framework for PLM.
It is designed to guide organizations through the people side of PLM in a clear, structured, and practical way.
It helps you:
The House of Change is built around four core elements that work together throughout the PLM implementation.
The Vision phase defines the “Why” behind the transformation.
By crafting a concrete narrative, the organization moves beyond technical requirements to a compelling story of growth. This foundation aligns leadership and prepares the culture for the upcoming change sprints.
Understanding readiness, stakeholders, risks, and resistance early.
The discovery sessions are conducted through interviews. The final result being an assessment report that we discuss in a collaborative workshop.
A concrete OCM plan tailored to your PLM scope, timeline, and organization.
The implementation takes place in change sprints. These sprints focus on training, communication and how users experience the system for the first time.
The transformation needs to be orchestrated and governed. We help you set the structure and prepare the team. Then we put together the KPIs for you to measure adoption, engagement, and impact. Because OCM for PLM must deliver results, not just good intentions.
Organizational Change Management is not a soft layer. It is a business multiplier.
Effective change management delivers up to 143% ROI, compared to just 35% when OCM is weak or missing, with typical returns ranging from 3:1 to 7:1.
PLM projects with strong OCM are 6–7 times more likely to meet their objectives, 5 times more likely to stay on schedule, and twice as likely to remain on budget.
Productivity increases through faster adoption, fewer errors, and better training, while even small gains, such as 10 minutes saved per user per day, translate into significant time and cost savings at scale.
At the same time, strong OCM reduces turnover, improves retention, and increases engagement. In short, OCM turns PLM from a technical rollout into measurable business value.
Because we genuinely care about people.
And because we understand PLM.
We have helped 100+ customers succeed in their PLM transformations by putting people at the center.
We are a boutique consulting company focused on:
That combination matters.
We are PLM people.
We understand engineering, product data, and PLM realities.
And we are also educators and change practitioners.
With backgrounds in psychology, teaching, and facilitation.
If you want PLM to be:
Then it’s time to treat change as seriously as technology.
Let’s talk about how the House of Change can support you.
