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Representative POMs are described for Change Models and Methodologies at each level of maturity.

2Basic

• Practice

  Ask interested individuals to gather knowledge of change models and approaches as the change is implemented.

  Outcome

  There is some understanding of alternative approaches to change management.

• Practice

  Ensure that team leaders share their knowledge and experience of change locally with their teams.

  Outcome

  Team members benefit from the insights gained through the experience of the team leader in change management.

  Metric

  % of change leaders who share their knowledge and experience of change locally with their teams.

• Practice

  Consider organizational culture when deciding on the change management approach to be adopted.

  Outcome

  There is an awareness that organizational culture has an impact on the change management approach to be adopted.

  Metrics

  • Documented cultural considerations in change management team records.
  • % of change leaders who can articulate the relationship between the change culture and the change approach.

3Intermediate

• Practice

  Put in place a process to develop organizational knowledge of change management.

  Outcome

  A defined process uses guidance and insights from business strategy, market intelligence, and technology trends to improve organizational change management skills, including knowledge of approaches and models.

  Metric

  Existence of a documented process to develop organizational knowledge of change management.

• Practice

  Ensure regular communication about the organization's approach to change, and make individuals aware of the wider change context.

  Outcome

  A consistent approach is in place to ensure that the change methods and approaches used are widely understood and compatible with the organization's culture.

  Metric

  % of change leaders who can articulate the relationship between the change culture and the change approach.

• Practice

  Identify the impact of change on the competencies, roles, and skills required (current and planned) and ensure that appropriate employees are trained in the change management skills and techniques required.

  Outcome

  Reorganization and realignment of personnel and the provision of training and education to support new roles and assignments result in an improvement in change management outcomes.

  Metrics

  • Training records for change management outcomes.
  • % of change leaders/participants formally trained in change management skills and techniques.

4Advanced

• Practice

  Ensure the defined process to develop organizational knowledge of change management is inclusive of all employees, and considers the impact of regulatory, technological, market, and social macro-level trends.

  Outcome

  A holistic process is inclusive of all employees and looks to both internal and external sources of impact, leading to a broad understanding of change management across the organization.

  Metric

  Existence of a holistic documented process to develop organizational knowledge of change management.

• Practice

  Ensure that the change methods and approaches are compatible with the organizational culture.

  Outcomes

  • A reliable process is in place to ensure that the organization's culture and the change methods and approaches used are compatible, including context-driven exceptions.
  • This may involve also initiating a programme of cultural change.

  Metric

  % of change leaders who can articulate the relationship between the change culture and the change approach.

• Practice

  Develop active communities of practice and move teams and individuals across the organization, in order to share tacit organizational knowledge of change management and change approaches with all employees.

  Outcomes

  • There is a collaborative approach to developing the organization's internal knowledge that is aligned with the organizational culture.
  • This may also involve initiating a programme of cultural change.

  Metric

  # of active communities of practice.% of change leaders who can articulate the relationship between the change culture and the change approach.

5Optimized

• Practice

  Proactively collaborate with relevant business ecosystem partners to share change management best practices.

  Outcome

  The organization is an industry leader in how it gains new insights from knowledge regarding organizational change management and in developing change management expertise.

  Metric

  Records of collaboration with ecosystem partners on change management.

• Practice

  Ensure that the change management process used is continually reviewed, and improved techniques for gathering and sharing new knowledge about change approaches compatible with the organization's culture are adopted.

  Outcome

  A sustainable long-term change management process is in place to ensure that the change methods and approaches used are compatible with the organization's culture and knowledge gained is shared in ways that support continuous personnel development.

  Metric

  # and frequency of revisions to the documented change management process.