When is the right time to implement an enterprise change platform?
Is there an ideal level of change maturity before adopting an enterprise change platform? How can you assess your organization’s current maturity level—and, more importantly, how can you improve it?
A change-mature organization has a well-established, structured approach to managing change initiatives, with a high level of awareness and understanding of change management practices across all levels of the business.
These organizations typically have a Change Management Office (CMO) as the central hub for all change-related activities. The CMO ensures that initiatives align with strategic objectives and are executed consistently and efficiently. They invest in developing robust processes, tools, and templates that standardize change management, streamlining efforts and making it easier to track and monitor progress.
Use the framework below to determine where your organization currently stands in its change maturity journey.
Levels of Change Maturity
Level 1: Change Management is Ad Hoc or Absent
The organization lacks a structured change management framework. There are no dedicated personnel overseeing the change process, and communication, training, and guidance are handled informally by team members. If change managers exist, they typically work in isolation within specific projects.
Level 2: Isolated Projects
Change management is applied inconsistently across isolated projects, without a common approach or collaboration between teams. Standardized change delivery is rare.
Level 3: Multiple Projects
As change managers become more involved in projects, the organization begins adopting a more structured approach. This may include incorporating templates into a project management framework or informally sharing best practices through a community of practice.
Level 4: Standardization and Framework Implementation
The organization formally deploys change management standards and methodologies. A Project Management Office (PMO) or a dedicated Change Management Office (CMO) oversees the process. Change managers follow a consistent framework and utilize standardized tools.
Level 5: Competency and Continuous Improvement
Change management becomes a core competency and a competitive advantage. Leaders develop change leadership skills, and temporary assignments (secondments) help build future change capability. Change champions are embedded throughout the organization.
Level 6: A Change-Mature Culture
The organization fosters a collaborative culture where change is actively supported and promoted. Every individual understands their role in facilitating change.
Advancing your change maturity with ChangePlan
Wherever your organization sits on this scale, ChangePlan can help accelerate your progression with standardized practices, ready-to-use templates, and organizational oversight. Talk to Mick for a demo and see how ChangePlan can support your journey to a change-mature organization.
