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Representative POMs are described for Organizational Change Culture at each level of maturity.

2Basic

• Practice

  Use the previous experience of the change initiative leaders to understand the change culture of the organization.

  Outcome

  The change plan considers the historical culture of the organization.

  Metric

  Records of reviews of previous change initiatives.

• Practice

  Verify the understanding and the commitment to the change by proposed change leaders before the initiative starts.

  Outcome

  Change leaders' understanding and their commitment to the change is confirmed before they take on their change roles, and any resistance to change is managed when it occurs.

  Metric

  Records of change leader verifications.# of resistance to change issues raised.

3Intermediate

• Practice

  Put a formal process in place to assess and understand the organization's change culture in advance of implementing a new change initiative.

  Outcomes

  • There is an understanding of change participants' awareness of and attitudes towards the proposed initiative, and their capacity and readiness for change.
  • The potential impact of the change on the organizational culture and on employee morale can be estimated.

  Metric

  Records of reviews of previous change initiatives.

• Practice

  Promote flexibility and openness to change.

  Outcome

  There is organization-wide awareness of the cultural enablers of change and openness to organizational change.

  Metric

  Evidence of promotion of flexibility and openness to change.

4Advanced

• Practice

  Assess the organizational culture to determine the cultural elements that might be used to support the achievement of planned outcomes (e.g. attitudes, behaviours, and values).

  Outcomes

  • Organizational culture can be a source of resistance or a support for the change initiative.
  • The assessment proactively identifies issues to address, such as any historical experiences of organizational change where useful lessons can be learned and the organization's capacity and readiness for change can be determined.

  Metric

  Records of assessment of the organization's culture.

• Practice

  Promote a culture of experimentation, openness, flexibility, creativity, and high performance across the organization.

  Outcome

  A high level of cultural communication and stakeholder engagement creates an environment where those affected by the change participate actively.

  Metric

  % of change participants who are actively engaged in the change initiative.

5Optimized

• Practice

  Conduct a comprehensive assessment of the impact of culture in relation to the planned change.

  Outcome

  A comprehensive assessment of the impact of culture in relation to the planned change provides the understanding required to determine the appropriate cultural practices and optimum contextual strategy for successful change implementation in the organization.

  Metric

  Records of assessment of the organization's culture.

• Practice

  Promote a culture of involvement, experimentation, high performance, creativity, honesty, openness, and resilience to change across the ecosystem.

  Outcomes

  • The organizational culture supports resilience to change.
  • The organization is known throughout the ecosystem for change capability, including its advanced change readiness.

  Metrics

  • % of change participants who actively engage in the change initiative.
  • Reputation of the organization in the ecosystem.