Has your Organization levelled up to LEVEL 2 in Organizational Change Management Maturity?

I don’t know that I have met anyone who likes “change” at first, but who doesn’t like progress?

Once we see the benefits exceed the costs, we should be all for it (Buy-in!). Change Projects can help you change for the better, if you go about it in a mature way. Who is not for that?

Change Management focuses on the people side of change from emotional, to practical, to actual benefits realizations. Project Management focuses on the project side. Together with change team subject experts, stakeholders, and the sponsoring organization you can bring about desired change from one state to another most effectively.

You will typically traverse three major phases: preparation, implementation, and follow-through. As your Organization assesses business gaps and business needs ahead of steering into a new direction it should assess its change maturity, including its capability and capacity to make these changes at this time.

Assessing your Change Management maturity will help you improve your Organization’s ability to proactively, but responsibly, change for the best, with everyone’s best interest in mind, to always strive to reach your potential and operate at your best as individuals, teams, and as an organization, and most of all to gain adoption across the company. Make it your goal to progress your organization together as one team in unison.

At Storyboard PM we want 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 better improvement project implementations.

Here’s our overview of Level 2 Change Management Maturity:

2) Informal (Project in a Box)

* Change for Change Sake, or so it seems (not backed up by sufficient business analysis and sound considerations as to how it affects everyone)

* Mimicking Change Projects (without Tailoring it to your Company and its People)

* Stand Alone Projects (no integration into the overall organizational structure and between other disparate change efforts)

* Lack of consistency, communication, and coordination

* Difficulty measuring change efforts

* Mitigating conflicts of opinions for how to proceed (without a standard/accepted change project approach)

Project Management can feel cookie-cutter. If your organization does not understand project management and understand the benefits of a formal approach will either hire a lone consultant to project manage change into existence (mostly by their own individual efforts) or look to DIY it with functional managers and maybe refer to a program out of a box (that is still disconnected from what the organization and sponsor must do for middle manager project management to succeed). At least level 2 is better than the “hero” approach of level 1 that doesn’t refer to professional project management practices at all.

But I can’t stress this enough, no matter how good your project manager and how great your people in your organization, for company change initiatives and project management to succeed and impact your business to the next levels of maturity, you need an organized approach that is understood, supported, and carried out at all levels. Project Management is a team sport. You cannot make meaningful organizational change without collective unified actions.