Measures of Defined Change Capability

Exploring Change Management Delivery Change Management Capability

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Measures of Defined Change Capability

Defined change management methodology and processes are put in place and are used consistently across business initiatives, projects, programs and the portfolio.

From a practitioner perspective you will be working with integrated change management principles and practices that are embedded within the organisation’s project delivery framework. Project delivery teams and change leaders are trained in change management principles and practices as a way of working in the organisation rather than it being a separate ‘thing’ to learn.

The Change Management Practitioner role is likely shifting into more of an influencing role as working with business areas becomes seamless through established Change Agent Networks, Community of Practice and defined engagement processes.

The organisation is likely to have established a Change Management Office function to support the growth of change management capability across the organisation. The Change Management Office would be responsible for coordinating change management capability development and the continuous improvement of change management principles and practices. They would also facilitate the Change Management Community of Practice, Change Agent Network, and the induction of change agents and sponsors.

As part of the continuous improvement of change management principles and practices, the Change Management Office would link professional body competency standards to change management methodology and education and learning programs.

Remember, Change Management Delivery is one of the three focus areas of change management capability.

Strategy & Leadership

Explore the Strategy & Leadership Focus Area

Business Readiness & Adoption

Explore the Business Readiness & Adoption Focus Area

Change Management Delivery

Explore the Change Management Delivery Focus Area

Moving to the Next Change Management Maturity Level

It is not unusual for organisations to experience an imbalance with maturity across Strategy & Leadership, Business Readiness & Adoption and Change Management Delivery. We know that project change management capability is the easiest of the three change management capability focus areas to develop.

Once organisations have defined change management capability they often start to stagnate. This can be due to that fact they often invest heavily in their project management capability focussing on processes and governance, and miss key change management principles and practices that support the adoption of new ways of working; typically because they miss developing strong change leadership and investing in business readiness capability.

When creating your capability development plans, it’s important to consider tactics to support capability within your Strategy & Leadership and engaging your business areas not just project change management which is typically the more obvious of the tactics.

Effective Change Management Capability is supported by four key components—People, Process, Structure and Tools & Technology. These need to be present across all three focus areas of change maturity—Strategy & Leadership, Business Readiness & Adoption and Change Management Delivery.

At this point in the game, if your organisation doesn’t have a Change Management Office function, it’s time to set one up to support the growth of change management capability across the organisation.

Growing your Change Management Delivery Capability

The Change Management Office function is fully integrated with the Enterprise Portfolio Management and investment evaluation processes. Change Management Principles and Practices are completely integrated in project, program and the portfolio methodology and ways of working.

Projects are designed with clearly defined vision of change and multi-disciplinary teams are involved in the development of the business case to ensure business impacts, key change management activities, resource and appropriate budgets are considered fully at the initial concept stage.

Project delivery teams are working with business areas to integrate their feedback and where required are adjusting plans to support effective adoption of new ways of working.

From a practitioner perspective you will be working with integrated change management principles and practices that are embedded within the organisation’s project delivery framework. Project delivery teams and change leaders are trained in change management principles and practices as a way of working in the organisation rather than it being a separate ‘thing’ to learn.

The Change Management Practitioner role has shifted into more of an influencing and coaching role to support business areas design and drive changes in their local areas. Change Agent Networks are working with senior leaders and executive to drive the change agenda and working with the Community of Practice to ensure change management principles and practices continue to improve and evolve to suit the organisations rate of change.

Remember that Strategy & Leadership 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.

Ready to build your Change Management Capability?

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Change Management Capability Measures

Want help to take your next steps?

Get in touch with the team on 07 3074 9404 or book a call back with one of our expert Enterprise Change Management Specialists.

Step into Brave Change with Valiente

No matter what change you are working to achieve in the workplace, the Valiente Group will help you create a braver, bolder mindset for change and support it with state-of-the-art tools built to tackle this complex VUCA world.

STEP INTO BRAVE CHANGE WITH VALIENTE

No matter what change you are working to achieve in the workplace, the Valiente Group will help you create a braver, bolder mindset for change and support it with state-of-the-art tools built to tackle this complex VUCA world.

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