Very few organisations reach Managed Change Management Capability. It requires balanced capability development across each of the focus areas and their components of success.

Business areas are actively involved and actively engaged in the shaping and adoption of new ways of working across the organisation. Managers have the skills to lead their teams through change and can view and track their specific change impacts across the portfolio.

Quality conversations underpin how the organisation communicates because change leaders understand that communication is a key factor that makes or breaks a change initiative. Development programs are founded in the concept of having quality conversations underpinned by neuroscience and industry leading coaching techniques. It also integrates planning, task management and delegation skills in the foundations of leadership.

Formal change agent networks are integrated into business forums and have connections into executive feedback cycles. These networks are a key aspect of business engagement across projects, programmes and portfolios and drive continuous improvement of change management principles and practices.

Opportunities to formally develop change management skills are formalised through professional development pathways, peer mentoring programs and supplemented by coaching support from change management practitioners.

Remember that Business Readiness & Adoption is only one the three focus areas of change management capability. It's important that organisations also have balanced capability across each the focus areas and their components of success.

You don’t need to move mountains to build change capability.

You do need to understand where you are and where the climb could take you.
So why not get the best view and a plan for the future- today!