What is the Change Management Maturity Model, and what are best practices, tools and online templates for teams and organizations?
Definition of the Change Management Maturity Model
The Change Management Maturity Model describes the level of ability that an organization has to change. The maturity model provides a change management approach that is specifically tailored to the organization’s change capability level. The levels range from 1 (no change capability) to 5 (competency to change). As the levels increase, specific strategies outline how to handle different groups of individuals within the organization who are affected by the change.
Description of The Change Management Maturity Model
The Change Management Maturity Model consists of five levels:
Level 1: The Absence of the Ability to Change
Organizations at this level do not view change management as an appropriate way to handle the people side of change. Generally, their focus is on project management. Specifically concentrated on more concrete aspects of the project such as financing or scheduling. Change management is really only applied if there are individuals who pose a threat to the successful implementation of the project. In order to move to level 2, consider hiring external change management consultants and use their suggested techniques to aid your team if the project is facing resistance.
Level 2: Isolated Change Management Efforts
Change management occurs in few areas of the organization. What little efforts exist are not consistently applied nor are uniform change management practices used. Often, these programs are implemented without sufficient training. In order to advance to level 3, create awareness of different organizational change management initiatives and engage in research to determine what practices are best. Additionally, it is important to garner support for change management efforts by engaging senior leaders as well as celebrating successful change management initiatives.
Level 3: Many Change Management Efforts
The organization has many change management initiatives that are implemented across the company. Additionally, these programs have more senior leader support and managers receive more training to learn how to implement these initiatives. However, the change management programs still differ between business units and there are no requirements that the programs must meet. In order to progress to the next level, more attention should be focused on ensuring that all projects within the organization have a change management effort attached to them and that the programs are homogenous across departments and projects.
Level 4: Standardized Change Management Initiatives
Common change management programs are implemented on all projects in the organization. Generally, all organizational members should know what change management efforts are and why they are necessary. Further, all change management initiatives should receive full executive support as well as support from other members of the organization. However, it is okay if not all organizational members support change management efforts. In order to move to the next level, a change management department or position should be created.
Level 5: Competency for Change Management
The entire organization has the resources and support to implement successful change management programs. In addition to having complete executive support, organizations at this stage should have change management embedded in their cultural values and change management should be an ordinary part of organizational functioning. Further, organizations should be looking for ways to continuously improve their change management efforts and should offer extensive training for successful implementation.
Tools & Templates
The Change Management Maturity Model is often considered a standalone tool to support strategic planning. A SWOT or Gap Analysis can be used to assess the organizations change management efforts in order to progress to the next level.
upBOARD's Online Change Management Maturity Model Tools & Templates
Unlike most traditional Change Management Maturity Model techniques, upBOARD’s online maturity model collaboration tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other change management best practice tools and templates, including:
AIM Accelerated Implementation Methodology, Beckhard & Harris Change Process, Boston Consulting Group Change Delta, Brainstorming, Bridges’ Leading Transition Model, Burning Platform, Case for Change, Change Fatigue, Change Management Curve, Change Management Impact Analysis, Change Management Maturity Model, Change Management Levers, Change Management Plan, Change Management Roadmap, Change Proposal, Change Readiness Assessment, Change Resistance Management Plan, Change Risk Assessment, Change Success Metrics, Communications Planning, Core Values, Deming Change Cycle, EASIER Change Management, Employee Engagement Plan, Feedback Capture Grid, Focus Groups, Geert Hofstede’s 6 Dimensions of Culture, GE Change Acceleration Process, Go-Live Planning, Head, Heart and Hands Model, Kotter’s 8-Step Change Model, Kubler Ross Change Curve, Lewin’s Change Management Model, Maurer’s 3 Levels of Resistance, Nudge Change Model, People Centered Implementation, Performance Support, Process Mapping, Sponsor Roadmap, Stakeholder Analysis, Stakeholder Interviews, Switch Change Framework, User Acceptance Testing, VRIO Framework and What’s In It For Me (WIIFMs).