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

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.

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.