Category Archives: Capability model

The change resource problem

What is the change resource problem?

People resources for Change

Two items came across my consciousness recently which are not difficult to link. The first is a set of lessons learned from projects in an organisation. An outstanding item of the lessons is the complaint that not enough people resources were available, or the people allocated already had a day job. The second item was an article about allocating resources across a business for strategic performance improvement. This article simply points that that the best resource allocation is based on getting the best return on investment.

click here for a solution to the resource problem

The failure dilemma for change management

The Dilemma

SuccessFailureWhat about the mythical 70% failure rate for change in organisations? This has been searched for quite dilligently in the literature by Mark Hughes; who concluded that although well reported by very respected reporters, there was very little substantial measurement data to support the reports. Hence it becomes an urban myth. The dilemma is: what is the cause of the myth? Is it a myth about performance in doing change (the reality is that the success rate is much higher); or is the cause in the way success (and hence failure) is defined?

Click here to see some answers?

Better training outcomes

Aim higher, be better

Strategy in ChangeAs an experienced trainer I am often frustrated by the poor (or most likely non-existent) post training activity of the candidates which should be consolidating their learning during the course.  Why would any manager invest in training their staff if their organisation is not going to benefit from it? Well it turns out that most managers do exactly that. This blog will look at what outcomes are available, what needs to be done to achieve them, and how C4CM can help you aim higher and get better returns on your training investment.

C4CM provides certification for learning programmes. Our new accredited set allows us to distinguish between training outcomes and provides managers with evidence of the effectiveness of their investment.

read on to find out how

Rate of Change and Change Saturation increase

Successful changeDepressing News: change saturation increases

Recent data reported by Prosci show that both the amount of change expected by organisations and the number of organisations saturated by change have increased. This is a gloomy outlook given the problems most organisations have in doing change. Lets put these three ideas together and see what can be done.

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Change Maturity – how do you tell?

Capability AssessmentOver the last couple of weeks we have been working hard to develop a questionnaire to help people identify their level of change maturity. That means writing incisive questions to identify behaviours typical of a particular maturity level which are not typical of another maturity level. This begs two questions: Click here to find out what we are thinking