Building Enterprise Change Management Capability

Building Enterprise Change Management Capability: A Holistic Perspective on Maturity Assessment”

Embarking on the journey of organizational change demands a meticulous evaluation of your enterprise’s change management capabilities. There are five measurable Capability Areas outlined in Prosci’s Change Management Maturity Model. This comprehensive assessment not only gauges your organization’s overall change management competency but also unveils the progress made over time.

Capability Area 1: Leadership

1.1 Defining the Landscape:

The Leadership Capability Area focuses on the commitment and actions of organizational leadership in championing change management. Assessing the strength of the sponsor coalition, communication effectiveness, and the establishment of supportive business rules, policies, and procedures is key. This area forms the cornerstone for building organizational change management competency.

1.2 Key Elements Explored:

• Communications from key leaders about managing the people side of change.
• Strength of sponsor coalition for change management deployment
• Vision for the change management deployment effort
• Funding and resources allocation for the change management capability project
• Leadership accessibility, decision-making, and engagement with the project team

Capability Area 2: Application

2.1 Applying Change Management Processes:

The Application Capability Area examines how organizations leverage change management processes and tools across projects. It considers the percentage of projects applying a structured change management approach, the availability of tools, and the allocation of resources to apply change management across the organization.

2.2 Key Issues Addressed:

• Percentage of projects applying a structured change management approach
• Consistency in change management methodology and tools
• Functions, divisions, or units actively applying change management.
• Types of projects implementing change management
• Availability of tools for managing the people side of change
• Budget and funding availability for change management on projects

Capability Area 3: Competencies

3.1 Nurturing Change Management Practitioners:

The Competencies Capability Area explores the training and development of individuals across the organization responsible for applying change management tools and principles. This includes evaluating the competency of change management practitioners, executives, senior leaders, people managers, employees, and project teams.

3.2 Key Competency Indicators:

• Training of change management practitioners and demonstrated competencies.
• Executive and senior leader training on change management and sponsorship
• Training for people managers and demonstrated change coaching competencies.
• Training for employees on guiding themselves through change and demonstrated competencies.
• Project team training on change management and demonstrated competencies.
• Effectiveness of training programs for change management

Capability Area 4: Standardization

4.1 Institutionalizing Change Management:

The Standardization Capability Area scrutinizes the mechanisms and systems used to make change management an integral part of organizational processes. This includes the adoption of standard methodologies, continuous improvement processes, creation of change management offices, and integration with project management and improvement approaches.

4.2 Crucial Elements Assessed:

• Provision and adoption of a standard methodology and tools for change management
• Use of a continuous improvement process for the change management approach
• Establishment of a change management office, positions, job roles, and networks
• Creation of a complete change management training curriculum
• Integration of change management with standard project delivery processes
• Integration of change management with ongoing improvement systems

Capability Area 5: Socialization

5.1 Fostering Commitment for Change Management:

The Socialization Capability Area delves into creating commitment for change management at every level of the organization. This involves establishing change management as a core competency, reinforcing its value, and sustaining application across various organizational levels.

5.2 Components Examined:

• Executive charter for building change management capabilities and competencies
• Understanding of the value of change management and commitment for its application
• Shared definition of change management across the organization
• Capturing, publicizing, and sharing change management successes
• Evaluation of change management effectiveness and success during change
• Reinforcement for sustained change management application

Conclusion

Assessing your organization’s Change Management Maturity across these five Capability Areas offers a roadmap for growth and improvement. By leveraging Prosci’s Change Management Maturity Model and Audit, organizations can not only gauge their current maturity level but also strategically plan and benchmark progress. This comprehensive approach ensures that change management becomes an ingrained competency, propelling your organization toward successful and sustainable transformations.