Assessing Your Organisation's Change Maturity

Over the decade we have seen the environment that organisations are operating in transform exponentially, creating an acceleration in the level of change needed and being undertaken.

These shifts have resulted in a bigger “Call to Action” to increase relevancy for customers, to innovate, improve service and efficiency; all while finding opportunities to grow.

We are often asked by clients to help them assess their internal change capability to drive the following imperatives.

• Creating an environment where change can flourish and become a constant part of “what we do around here”. (Culture, behaviours)
• Help ensure desired outcomes are successfully delivered (Competence, Process and Methodology)

Identifying the organisational challenges and opportunities;?

Before getting started we like to understand the following;?

1. Need: What is the current climate your organisation is operating under, and is there a high likelihood of the need to make significant transformational changes in the near future?
2. Clarify the Goals: What do you want to achieve in terms of building your organisation’s change capability?
3. Context: What is your starting point?

A simple process to follow

The process of helping organisations assess the level of internal change capability must be collaborative effort;

We consider a number of dimensions when undertaking an assessment to get a 360 perspective on the change landscape and how well the business is set up for success.

1.?Leadership: perceptions, experience, leadership support for Change Management.

2.?Organisational Readiness: The experience and readiness of the wider organisation for change at a mindset and behavioural level.

3.?Team Capability: The health of the change capability at an organisational and individual level, skills and competency.

4.?Approach: The methodologies, tools, interactions and ways of working to deliver successful change.

5.?Reach: How broadly the change management approach is used within the organisation.

6.?Impact and results: How much the OCM team and approach are focused on delivering business benefits and what successes they are having. Is there a continuous improvement loop to help make the next changes more successful?

Typically we would speak with a wide range of stakeholders to put an accurate marker in the ground for where the organisation is in terms of change management capability, change outcomes, change management KPIs and their perception as to the level of change capability within their organisation.

Insights and recommendation of the Change Maturity Model

In order to convert the results into an actionable plan we plot the mean scores or “Centre of Gravity” for each of the 6 dimensions.

We generate evidence based insights with actions focused on quick wins with a fast follow on longer term interventions such as;

1.???Creating an internal training programme to build change competency, with standardised approaches, templates and other collateral.

2.??Building on the above creating a mechanism to enable more business representation involved in change projects.? Ensuring the right business connection and influence that ?delivers actionable adoptable change to deliver business value needed.

3.??Creating a new change business model, ?which can be entirely internally lead or a combination of internal change expertise and external consultants. The latter can work very well to broaden experience but also manage peaks of change.

We’d love to help if you are considering your internal change capability, you can get in touch directly or through our website jamesandcarmichael.com

Raylene Armstrong, Managing Partner

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