Measures of Defined Change Capability

Exploring Strategy & Leadership Change Management Capability

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.

Senior Leaders and Executives will be engaged in active sponsorship of change initiatives and are engaged in setting key performance indicators to drive new ways of working across the business. You will also start to see proactive conversations in prioritising initiatives and business-as-usual work to support the new ways of working.

Senior Leaders and Executive are receiving change management training as part of their professional development and are being formally inducted into project sponsor roles. Opportunities to formally develop change management skills are formalised through their professional development plans and supplemented through mentoring supporting as well as coaching from appropriately skilled change management practitioners.

There are formal competency measures in place for Senior Leaders and Executives and change management outcomes are linked to their individual and business performance targets.

Remember, Strategy & Leadership 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 Strategy & Leadership Capability

Change Management principles and practices are embedded in executive governance and there are accurate and consistent business readiness measures in place.

Quality conversations are a normal part of how the organisation communicates. Regular feedback loops are proactively facilitated by senior leaders and executives. Leaders champion a culture of innovation the embraces learning from ‘failure’, creating a safe place for honest and accurate feedback and giving their organisation the ability to react and adapt.

High maturity in the Strategy & Leadership is demonstrated by Executive Governance and Boards guiding change across the organisation, and their ability to prioritise, recalibrate and adjust the change portfolio based on feedback from their customers and employees.

Senior Leaders and Executive are receiving change management training as part of their professional development and are being formally inducted into project sponsors roles. Opportunities to formally develop change management skills are formalised through their professional development plans and supplemented through mentoring supporting as well as coaching from appropriately skilled change management practitioners.

Change Management is part of the organisation’s overall reward and recognition programs. formal competency measures in place for Senior Leaders and Executives and change management outcomes are linked to their individual and business performance targets.

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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