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Representative POMs are described for Implementation at each level of maturity.

2Basic

• Practice

  Inform those affected by the change of the activities in the change plan that they need to implement, and provide training if necessary.

  Outcome

  Those affected by the change are aware of and able to carry out the new activities, which they must implement.

  Metric

  Change plan activity log.

• Practice

  Integrate changes based on prior experience into the day-to-day business activities.

  Outcome

  Change leaders are trusted to decide, based on their own experience, how best to integrate changes into the day-to-day business activities.

3Intermediate

• Practice

  Maintain a comprehensive overview of all implementation activities including the effect of interventions.

  Outcome

  A comprehensive overview of all activities can be monitored, and corrective action can be taken where required.

  Metric

  Change plan activity log.

• Practice

  Allow change participants to initiate activities that support the vision for change.

  Outcome

  Change participants are supported to implement planned activities and also to initiate activities that support the vision for change.

  Metric

  # of employee-initiated activities that support the vision for the change initiative.

• Practice

  Collaborate with the business area leaders to plan integrating the change.

  Outcome

  Change leaders take business area input and perspectives into account when planning change management initiatives — to ensure the best fit in integrating the change.

  Metrics

  • # of business area leaders collaborated with on change integration.
  • % involvement of business area leaders in integration.

4Advanced

• Practice

  Evaluate the effect of interventions.

  Outcome

  Learnings from the evaluations can be incorporated into the change plan.

  Metric

  # and frequency of evaluation of interventions.

• Practice

  Actively encourage and empower change agents and participants to initiate activities that support the vision for change.

  Outcome

  Change agents and participants are highly motivated to support the change.

  Metric

  # of employee-initiated activities that support the vision for the change initiative.

• Practice

  Assign a dedicated transition manager to planned change initiatives.

  Outcomes

  • A dedicated transition manager can gain commitment from key stakeholders and collaborate with business area leaders to develop the transition plan.
  • This fosters a capability for continuous change integration in the organization.

  Metric

  Existence of a dedicated transition manager for change initiatives.

5Optimized

• Practice

  Plan creative events such as hackathons for change participants.

  Outcome

  Events, such as hackathons, promote a culture of creativity and creative thinking.

  Metric

  # of planned creative activities, such as hackathons, that are organized per annum.

• Practice

  Ensure that the backlog of activities is flexible and responds to feedback.

  Outcome

  A culture of creativity and empowerment, where feedback is valued and acted on, ensures that all participants work actively to achieve improvements, both planned and unplanned.

  Metric

  # of planned activities that change in response to feedback.

• Practice

  Drive individual and collective ownership of change and sustainability.

  Outcome

  Individual and collective ownership of change and sustainability ensures that planned outcomes are achieved, and that a continuous change and integration capability is highly developed.

  Metric

  Success metrics for successive change programmes.