Is your Organization only a LEVEL 1 in Organizational Change Management Maturity?

Change Management focuses on the people side of change. Project Management focuses on the project side. Together with change team subject experts, stakeholders, and the sponsoring organization your Organization can bring about desired change from one state to another most effectively. Assessing your Change Management maturity will help you improve your Organization’s ability to proactively change for the best to always strive to reach your potential and operate at your best.

Storyboard PM wants to use Practical Principles of Change Management to help you get to a Level 5, so your career/business/organizational development goes more smoothly through better change management initiatives and improvement project implementations.

Here’s our overview of Level 1 Change Management Maturity:

1) Ad Hoc

* Reactive to Changes in Market (Not Proactive).

* No Clear Understanding of Change Management.

* Imposes Change without getting Buy-in from those Affected.

* No Systematic Approach. Poor Collaboration, Communication, and Coordination to Effectively Execute Change Initiatives.

* Lack Ability to Measure Change Efforts.

* Resistant to Change throughout Ranks.

Change Management is the people side of change. When businesses are making decisions, they often error on the side of not being transparent. This is usually because they are afraid of the implications of sharing too much, especially as they are still working through the unknowns.

They don’t want to include more people than is necessary to make decisions for the company. But change initiatives in a company usually affect everyone in one way or another. It’s more beneficial to gain different perspectives from different knowledge workers and experts and then a top-down decision is at least best informed by those who will be putting it into action.

You should exercise Change Management best practices and appoint someone as a Change Manager who will proactively communicate with all stakeholders, get feedback, understand and alleviate concerns, share the benefits, and determine who needs to be informed and how often to get a formal communication plan in place for internal public relations throughout the change implementation and adoption.