Building Change Management Maturity

You want to be the organization that manages change effectively - but you don't know how to get there. Right now things are complex, messy, misunderstood and people are either : flailing their hands asking for help, or rolling their eyes saying "UGH, HOW DID WE GET HERE".

Managing change at scale in a global context - whether technology, business, structure, strategy or people driven involves laser focus on one element i.e. embedding change within the DNA of the organization. This is a long process - I won't sugarcoat that, but there are steps you can take as leader to begin the movement and move the needle in that direction.

The first step is assessing where you are. For this, I encourage you to look at the list of characteristics I've put together for infancy and mature change cultures. It helps provide a baseline from where to begin.

Once you know where you are, the next step is developing the essential skills and will for change. Each tenet under skill and will could be charted as a course corrector, a first step, or an ongoing measure to get to where you want to be.

Characteristics of Infancy Change Cultures

Infancy change cultures are typically marked by a lack of structured processes and an ad hoc approach to managing change. Here are some key characteristics:

• Reactive Approach: Changes are often implemented in response to crises rather than as part of a proactive strategy.

• Lack of Ownership: There is no dedicated change management team or clear accountability for change initiatives.

• Inconsistent Communication: Information about changes is not disseminated effectively, leading to confusion and resistance.

• Limited Training: Employees and leaders lack the necessary skills and knowledge to manage change effectively.

• Resistance to Change: High levels of resistance due to fear of the unknown and a lack of understanding of the benefits of change.

Characteristics of Mature Change Cultures

In contrast, mature change cultures are characterized by a structured and strategic approach to change management. Key traits include:

• Proactive Strategy: Changes are planned and implemented as part of a long-term vision and strategy.

• Clear Ownership: There is a dedicated change management team with clearly defined roles and responsibilities.

• Effective Communication: Transparent and consistent communication ensures that everyone understands the reasons for change and their role in the process.

• Comprehensive Training: Ongoing training and development programs equip employees and leaders with the skills needed to manage change.

  
  

Bridging the Gap: Developing the Skill and Will for Change Management Maturity

To transition from an infancy to a mature change culture, organizations need to focus on developing both the skill and the will for change. Here’s how:

Developing the Skill for Change

• Structured Change Approach: Implement a standardized change management methodology that provides clear guidelines and processes.

• Change Management Team: Establish a dedicated team responsible for overseeing change initiatives and ensuring consistency in strategy and delivery.Promote the change management team’s role and successes within the organization to build credibility.

• One Process for Intake: Create a centralized system for managing change requests and tracking progress.

• Training Across Leadership: Provide comprehensive training for leaders at all levels to equip them with the knowledge and skills to manage change effectively.

  
  

Developing the Will for Change

• Align with Strategy: Align change initiatives with the organization’s strategic goals and objectives to demonstrate their importance.

• Embed Change in Operations: Ensure that change management is integrated into daily operations and project management methodologies.

• Highlight Success Stories: Share examples of successful change initiatives and the positive impact they have had on the organization.

  
  

Change Maturity | The Change Maven

This approach takes time and doesn't happen overnight. By combining these strategies, organizations over time can effectively manage the transition from early stages to maturity in change cultures . That's a strong win for employee morale, employee experience , retention and engagement.