Has your Organization levelled up to LEVEL 4 in Organizational Change Management Maturity? Here’s where you start getting intentional about change and serious about its overall impact!

Real Organizational Change should not be imposed top down. It defeats morale when no one has a say in how your choices will affect them. The organizational level should provide the Organizational Structure for Change Management Initiatives (and a way to propose change or at least make suggestions for change in progress), the Vision, the Milestones, and the Success Criteria for Change Projects necessary to arrive at the new desired destination. The Middle Management Level should enable the Project Teams working side to side across all levels of the Organization to work side by side as they negotiate time, costs, and resources between them that are necessary to bring the organization to the next state of being, whilst maintaining daily operations.

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.

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 better improvement project implementations.

Here’s our overview of Level 4 Change Management Maturity:

4) Organizational Change Structures
* Fully Integrated Change Management Structures, Initiatives, Programs, and Processes
* Designated Change Project Management Leaders and Teams
* Clear Monitoring and Measuring of Change Management Efforts
* Growing Pains Make Consistency in Buy-in, Collaboration, Coordination, and Communication across Organization challenging (but that’s better than the alternative – not growing)
* More Consistency across Departments and More Replicable Successes.

In this phase, the flow of knowledge and information is paramount. Any organizational changes start with current knowledge and should move to better practices. Project teams should document as they go what they are finding out about old and new implementations in actual current practice. Now your organization can be proactive pioneers about what to change and what not to change to get ahead of the challenges on the path your company is trailblazing.

Note: when merging companies, repurpose your talent as needed to not duplicate efforts, but do not get rid of your project experts who got you here. There are always new projects for a progressing business.