The Ways to Increase Change Maturity Throughout your Organization

Hello!

I hope that you are safe and well. Today is a very exciting day because we are continuing our 4-part series of Transformational Change! This is obviously a monumental moment whereas the entire world is amid the transformation.

We kicked off our 4-part series of Transformational Change with Part One, Individual Transition & Change. In Part Two, we addressed Steps to develop an Effective Change Leadership Strategy. Thirdly, we addressed Ten Pitfalls to Avoid to Successfully Lead Change.

Lastly, we will address, The Ways to Increase Change Maturity Throughout your Organization. Prosci has developed a Change Maturity Model. This model illustrates what Change Maturity looks like at various levels. There are structural efforts that an organization should make to increase the organization’s change maturity level. These are evidenced on a high level in the Change Maturity Model developed by Prosci.

However, today, we are going to talk about foundational changes that will make such structural Change Maturity possible.

• If your organization wants to increase its Change Maturity, you should focus on building a culture of Continuous Learning. How do you do that? You ensure that learning is valued at every level of the organization. There is a recognition, if not reward placed on individuals’ learning. Individuals are encouraged, if not required to learn best practices for their respective roles and areas of work. The standard that the American Society of Training and Development has set is 40 hours per year of learning for employees. They would suggest that organizations with continuous learning facilitate their member learning at least 40 hours per year.

• Beyond tactical ways to measure continuous learning. Continuous learning is also recognized by a culture of openness and flexibility. In an organization dedicated to continuous learning, you will not hear, “That’s how we always do it.” Or “If it's not broke, so there’s no need to fix it.” What you will hear is an eagerness to learn more. You will see an acceptance that things can always be better. You will see a habit of curiosity and even humility. Organizations of continuous learning understand that good is the enemy of great and that there are not perfect organizations. Therefore, there is always room for improvement. So, they are consistently dedicated to learning those ways to improve.

• Another way to work on the foundation of Change Maturity is to allow risks. Change requires risk. Transformation requires even more risk. As we discussed in the last video, transformational change means doing something new. When we do something new, we are facing the unknown, a lack of predictability. If a healthy and calculated risk is discouraged in your organization, then so is change. You cannot make a change happen without taking a risk.

• In accord, you must practice forgiveness of mistakes in an organization to increase the change maturity of your organization. If your organization is not forgiving of mistakes, then your employees will be sure to do things as they have always been done. They will not take risks. They will not veer outside of the safe and predictable rails. Therefore, they will shun change. When your organization is forgiving of mistakes then your organization’s members and staff will be more comfortable taking risks that they believe are in the best interest of the organization.

• Lastly, the next way to increase change maturity is to educate your organization regarding how transformational change efforts should be managed and led effectively. There are components of change management that should be understood at every level of your organization. What your individual contributor needs to know is different from what your change agent needs to know which is different from what your CEO needs to know. However, there is change education that is needed on every level.

If you know a colleague or a friend, with whom this may benefit please share through e-mail or social media.

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