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Change Management Maturity Model Audit
Module 4

 

Prosci developed the Change Management Maturity Model in 2004 following a study with over 150 organizations. Unlike process-oriented maturity models, the Change Management Maturity Model describes different levels of organizational maturity related to managing the people side of change on projects and initiatives. In 2012, Prosci has developed and released a Change Management Maturity Model Audit - building out the initial framework with Capability Areas describing five dimensions of maturity and specific observable factors that constitute organizational maturity.

This tutorial, module 4 in the current series on institutionalizing change management, presents the Prosci Change Management Maturity Model and the new web-based self assessment for determining your organizational maturity level in change management. Learn more or purchase an audit for your or your client's organization for $89 at www.change-management.com/cmmma.htm.

 

Prosci Change Management Maturity Model

The Change Management Maturity Model presents five levels of organizational maturity in change management: 

  • Level 5: Organizational Competency
  • Level 4: Organizational Standards
  • Level 3: Multiple Projects
  • Level 2: Isolated Projects
  • Level 1: Absent or Ad hoc

The table below provides expanded descriptions of how change management is perceived, when change management is applied and who is practicing change management for each of the five levels.

 

Level 1: Absent or Ad hoc
Level 1 Seen as: A distraction from the focus on installing technical solutions
Applied when: Not at all, or as a last resort and as a reaction
Practiced by: Dependent on particular individual practitioners
Not at all by managers and leaders
Level 2: Isolated Projects
Level 2 Seen as: Important by some
Unimportant by most
Applied when: On few projects, from initiation
On some projects, in reaction to resistance
On most projects, not at all
Practiced by: Handful of unaffiliated practitioners
Level 3: Multiple Projects
Level 3 Seen as: A structured approach that adds value
Applied when: Localized in particular parts of the organization
At initiation on some projects
Still missing or as a reaction on many
Practiced by: Practitioners who are starting to work together
Some senior leaders, managers and supervisors
Level 4: Organizational Standards
Level 4 Seen as: An important success factor on all projects
A common and standard approach
Applied when: Regularly at project initiation or planning
Integrated into project management approach
Practiced by: Most practitioners and project teams
Most senior leaders, managers and supervisors
Potentially a centralized functional group
Level 5: Organizational Competency
Level 5 Seen as: A critical core competency for the organization
Essential on all projects and initiatives
Second nature and commonplace
Applied when: At the start of projects and initiatives
On virtually all project and non-project changes
Inseparable from project delivery processes
Practiced by: Practitioners, project teams, technical professionals
All senior leaders, managers and supervisors
Centralized functional group

 

As an organization moves up the levels in the Change Management Maturity Model, change management can be found on more projects and initiatives and in more parts of the organization. Participation in change management is found more broadly throughout the organization, and employees begin to internalize their role in making change successful based on their relationship to change. Steps are taken to embed and integrate change management into more functions in the organization. Ultimately, projects and initiatives are more successful, realizing benefits and achieving desired outcomes.

 

Prosci Change Management Maturity Model Audit

Capability Areas

As part of the build out of the Change Management Maturity Model in 2012, Prosci reviewed the research and extensive client experiences to identify dimensions of maturity. The result of the analysis was five Capability Areas - attributes of how change management occurs within an organization that expand on the five levels. These Capability Areas are:

 

Capability Area 1: Leadership - Not general leadership, but leadership support specifically for applying change management on efforts in the organization. Examples from the leadership capability area:

  • Primary sponsor for change management deployment effort
  • Sponsor coalition for deployment effort
  • Communications from key leaders about the importance of change management
  • Vision for the organizational change management capability
  • Business rules, policies and procedures making change management a requirement

Capability Area 2: Application - Use of change management processes and tools on projects and initiatives. Examples from the application capability area:

  • Percentage of projects applying change management
  • Parts of the organization (divisions, functions, units) applying change management
  • Availability of tools for managing change
  • Availability of time and resources to apply change management on projects

Capability Area 3: Competencies - Competency and skill-building for "leading change" throughout the organization, based on employees' relationship to change. Example from the competencies capability area:

  • Training and competencies for practitioners
  • Training and competencies for executives and senior leaders
  • Training and competencies for managers and supervisors
  • Training and competencies for employees
  • Training and competencies for project team members
  • Continuous learning opportunities

Capability Area 4: Standardization - Move toward common and consistent application of an organizational standard approach to change management. Examples from the standardization capability area:

  • Adoption of a standard approach
  • Provision of standard tools
  • Establishment of criteria for applying change management
  • Structural elements (e.g. functional group, Community of Practice, networks, etc.)
  • Integration into standard project delivery process
  • Embedding into ongoing improvement systems
  • Integrating with "change-initiating" processes and systems (e.g. Six Sigma, Strategic Planning, BPM, etc.)

Capability Area 5: Socialization - Understanding, appreciation and acknowledgement of the necessity of change management on efforts in the organization. Examples from the socialization capability area:

  • Executive charter
  • Understanding of value
  • Buy-in and support for applying change management
  • Common and shared definition of change management
  • Reinforcement of change management
  • Cultural value related to managing the people side of change

 

 

Change Management Maturity Model Audit Evaluation

The Change Management Maturity Model Audit is completed by evaluating 50 specific, observable factors using a rubric scoring system. For each of the 50 factors, users are presented with descriptions of a Level 1, Level 2, Level 3, Level 4 and Level 5 organization. By selecting the description that best matches the organization, users build out a more sophisticated and complete view of organizational change management maturity. Below are two examples of the rubric scoring used for the 50 factors that make up the Change Management Maturity Model Audit:

 

Capability Area 1: Leadership
Factor 1: Adequate sponsorship for building change management capabilities and competencies
Level 5 Excellent sponsor - right level, engaged, active and visible in support
Level 4 Effective sponsor - supporting the effort, right level to sponsor Project ECM
Level 3 Sponsor named, but not completely engaged, active or visible - may be wrong level of sponsor
Level 2 Looking for a sponsor, or sponsor is identified but not sponsoring
Level 1 No sponsor

 

Capability Area 4: Standardization
Factor 4.1: Adoption of a standard approach to change management
Level 5 Organization has adopted a standard approach and broadly communicated it
Level 4 Organization has adopted a standard approach, limited communication of standard approach
Level 3 No standard approach adopted, similarity of approach on multiple projects emerging
Level 2 No standard approach adopted, some similarity of approach on isolated projects emerging
Level 1 No standard approach in place or in practice

 

Change Management Maturity Model Audit Outputs

There are three outputs generated by the Prosci Change Management Maturity Model Audit:

  • Overall maturity score
  • Capability Area scores
  • Factor scores

 

      

 

 

 

Using the Prosci Change Management Maturity Model Audit

The Prosci Change Management Maturity Model is an invaluable addition to the toolbox for change leaders looking to add flexibility and durability as a core competency of their organization. The audit and the results are valuable in a number of different capacities in the effort to deploy change management more broadly throughout an organization:

  • Current state analysis: The Prosci Change Management Maturity Model provides a quantified baseline for change management maturity today including insights into each of the five Capability Areas.

  • Future state definition: The framework of the five levels of maturity and the five capability areas guides the effort to define what the organization will look like after successfully deploying change management and serves as targets for setting objectives and success metrics.

  • Transition state design: The result of the audit helps users identify gaps and begin to prioritize the elements of the solution that will move the organization from where it is today to a state where change management is the expectation, not the exception.

 

The Prosci ECM Boot Camp (one-day workshop) and the Prosci ECM Roadmap (online instructional tool) give you step-by-step instructions and additional tools and templates for creating your customized strategies and plans for institutionalizing change management and building organizational capabilities and competencies. Learn more below.

 

Prosci ECM Boot Camp

The Prosci ECM Boot Camp is a one-day workshop that gives you the foundation, perspective and tools you need to be successful with Project ECM. You will dive deeper into the current, future and transition states of Project ECM and apply the construct to your organization. The fast-paced session draws on the latest benchmarking data and development from Prosci, equipping you with tools for creating your own customized strategies and plans for deploying change management broadly throughout your organization.

US ECM Boot Camp sessions conducted by Prosci:

  • Feb 7, 2014 - San Francisco, CA
  • April 3, 2014 - Orlando, FL
  • May 9, 2014 - Chicago, IL
  • June 13, 2014 - Washington, DC
  • Aug 8, 2014 - Portland, OR
  • Sept 12, 2014 - Denver, CO
  • Oct 16, 2014 - Cleveland, OH
  • Nov 7, 2014 - Houston, TX
  • Download registration form for US programs delivered by Prosci

Canada ECM Boot Camp sessions conducted by AdPro

Australia ECM Boot Camp sessions conducted by Being Human:

Feedback:

  • "The ECM Boot Camp gave me a research-based grounding in the principles of Enterprise Change Management, and equipped me with robust tools that enabled me to immediately apply the learning. Highly recommended for anyone looking to go beyond project change management to affect an entire culture."
       - Eryc Eyl, Change Acceleration Specialist
  • "ECM Boot Camp affords excellent understanding of the mechanisms underpinning ECM. As importantly, it informs on the practicalities of making it happen. Any first steps on the ECM journey will be all the more surefooted for a day spent here."
       - Graeme R, Management Consultant
  • "My favorite part of the ECM Boot Camp was learning that there is already a defined approach and that if you follow the steps you can make progress – AND that there is a way to measure that progress – I loved it!"
       - Stephanie Christensen, Director of Enterprise Change Management
  • "The ECM Boot Camp was very much worth the time and money that I invested. I walked away knowing what I needed to do next, to get on the right path to complete my journey to implementing ECM."
       - Marlene Mathias, Six Sigma Black Belt
  • "The ECM Boot Camp will kick your organizations Change Management practices into high gear...."
       - Janice, Sr. HR Consultant II

Sessions are held at conference facilities near the airport, so you can take the complimentary airport shuttle to simplify travel. Tuition for the program is $889 and includes a single user license for the new ECM Roadmap (online instructional tool) and access codes for the new Prosci Change Management Maturity Model Audit. Visit the ECM Boot Camp website to learn more or download the registration form to enroll. Seats are limited.

 

 

Interested in bringing Prosci's methodologies to your organization?

Prosci offers site licenses that allow you to leverage Prosci's world-leading research and methodologies in your organization. With enterprise site licenses, you are able to customize Prosci's processes and tools to fit your organization, integrate Prosci's models into existing processes and project management approaches, translate into multiple languages, lower the cost of training delivery and truly build your organization's change management capabilities and competencies.

Contact a Prosci Account Manager at +1-970-203-9332 or changemanagement(at)prosci(dot)com to discuss your change management needs and how Prosci's research-based, holistic, easy-to-use solutions can work for you.

 

 

 

 

 


 

 

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Prosci Change Management Certification

Program highlights:
  • Apply the methodology as you learn it on a real project
  • Learn from experienced executive instructors
  • Become part of a change management community
  • Earn 2.4 CEUs, 24 PDUs and 23.5 HRCI recertification credits
  • Walk away with products and course materials worth over $1000

Download the certification program brochure

Upcoming sessions:

  • June 12 - 14, 2012: San Francisco, CA area - FULL
  • June 19 - 21, 2012: Houston, TX area - FULL
  • June 26 - 28, 2012: San Diego, CA area - FULL
  • June 26 - 28, 2012: Washington DC area - FULL
  • July 10 - 12, 2012: Orlando, FL area - FULL
  • July 10 - 12, 2012: Denver, CO area - FULL
  • July 17 - 19, 2012: San Francisco, CA area - FULL
  • July 24 - 26, 2012: Chicago, IL area - FULL
  • July 24 - 26, 2012: San Diego, CA area
  • July 31 - Aug 2, 2012: Washington DC area
  • Aug 7 - 9, 2012: Denver, CO area
  • Aug 14 - 16, 2012: Orlando, FL area
  • Aug 21 - 23, 2012: Houston, TX area
  • Aug 28 - 30, 2012: San Francisco, CA area
  • Aug 28 - 30, 2012: Chicago, IL area
  • Aug 28 - 30, 2012: Washington DC area

Visit the certification training page

Email a certification inquiry or call
970-203-9332 to register today.

“The best training class I have had in years. Goes way beyond the strategy and framework and focuses on real world problems and the tools to solve them.”
- Jennifer J., April 2009 participant

“This was the most effective and engaging course I've ever taken. I feel that I can truly use this knowledge in my personal and professional life immediately.”
- Lisa S., February 2009 participant

“Awesome - truly one of the most beneficial programs I have ever attended - immediate application on the job!”
- Robin S., March 2009 participant

“This program absolutely over-delivered my expectations. I now feel more prepared and better equipped to do my job.”
- Paul S., January 2009 participant

 

 

Offerings for applying Prosci's change management methodologies:

Licensing:

  • Prosci's site licenses are a great solution for building change management capabilities and competencies throughout your organization. With a site license, you can customize and integrate Prosci’s world-leading research and methodologies to fit your organization and begin building the individual competencies necessary for true change capability. Contact a Prosci Account Manager at +1-970-203-9332 or changemanagement@prosci.com to discuss your change management needs and how Prosci's research-based, holistic, easy-to-use solutions can work for you.

Training:

  • Change management certification ($2800)- attend Prosci's 3-day certification program where you bring your own current change project to the session and learn to use Prosci’s tools through practical application – taught by former fortune 500 executives at locations across the US - includes over $1000 in products, including the Best Practices in Change Management benchmarking report, the Change Management Toolkit and the Change Management Pilot Pro 2012
  • Train-the-trainer ($3500) - learn how to teach Prosci change management training programs in your organization
  • Onsite training - bring Prosci to your location for 3-day certification programs, 4-6 hour executive briefings, 1-day manager programs or 1-day employee programs - call +1-970-203-9332 for more information

Methodology tools:

  • Change Management Toolkit ($389) - hardcopy 3-ring binder presenting the Prosci Change Management Methodology, includes templates, checklists and assessments for managing the people side of change (includes USB)
  • Change Management Pilot Pro 2012 ($489) - online tool including the Prosci Change Management Methodology, eLearning modules and downloadable templates, assessments, presentations and checklists
  • Change Management Guide for Managers and Supervisors ($209) - tools to help supervisors engage and coach their direct reports through change
  • PCT Analyzer ($149/$349) - web-based tool for collecting PCT Assessment data, analyzing results, identifying risks and developing action steps

References and books:

  • Best Practices in Change Management benchmarking report ($289 / quantity discounts available) - journal-style report with lessons learned and best practices from 650 participants, presented in an easy-to-use format - reads as a checklist of what to do and what not to do
  • Change Management: the people side of change ($18.95 / quantity discounts available) - a primer for anyone involved in organizational change that addresses why manage change, individual change management and organizational change management
  • ADKAR: a model for change ($18.95 / quantity discounts available) - the definitive work on the Prosci ADKAR® Model
  • Employee's Survival Guide to Change ($14.95 / quantity discounts available) - a handbook to help employees survive and thrive during change, answers frequently asked questions and empowers employees to take charge of change

 

 

*** Prosci also offers leadership packages - groupings of products at discounts that offer you some of the most helpful and common combinations of Prosci change management resources

 

 

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Email a Prosci analyst or call 970-203-9332 with questions about the methodology, its application, or finding the right resources to support your change management activities.

 

 


 

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