Change Capability Model
Our experiences to date suggests that capability to change must be assessed from 4 perspectives: availability, volume, mobility and competence of resources supporting the change.
- Tools and techniques for organising, designing and implementing the changes, or which project management is one.
- Flexibility of business systems of production and delivery to adapt to new ways of working.
- Staff enablement, engagement, culture and competence to cope with change.
If these are the perspectives of change then as organisations develop it is likely that they will improve. We have developed a 5 stage maturity model against which we can view their improving capability to adapt and adopt new ways of working as follows:
Level 1 - Pathfinder Change
- no rules, paths or experiences
- everything has to be learned and discovered
Level 2 - Mystery Tour Change
- not the first time
- recognition of some landmarks and dangerous places
- some rules and tools, but still high levels of unpredictability and risk
Level 3 - Navigated Change
- paths known
- have learned where the dead ends exist
- recognition of landmarks and the areas of danger
- confidence to predict the main obstacles,
- can forecast arrival time
- learning how to make changes stick
Level 4 - Mapped Change
- know what is going to happen
- been down many of the dead end paths
- will not get lost (even if they do they have the experience and confidence to find their own way back on course) and even
- can take short cuts.
- confident they will achieve the outcome
Level 5 - Dynamic Change
- developed known and proven ways of doing things
- competence and capability within the organisation to handle new initiatives and make them stick
- confidence is used to innovate and achieve step changes in capability, leaps rather than steps in the right direction.
f you think we can help, contact us on either enquiries@aspireeurope.com or enquiries@aspireapac.com – whichever is closer.
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