Category Archives: Change Qualifications

Using a capability model for organisation change

Go and take the survey nowChange Capability Model

We have developed a simple capability model for organisation change. The purpose is to better understand the nature of organisation change and how people go about it.

The model allows us to explain what sort of training is useful given the organisation’s capability maturity (i.e. the level they are at). It also explains how to make better use of training to improve change capability. We have already asserted the need for organisations to increase their change capability as the outside world changes faster and faster.

Generally a capability model enables an organisation to benchmark itself (where are we now) against the model and then produce a plan to improve its capability (where do we want to be) which is realistic and reflects the real issues it faces now.

C4CM Capability Model

Our model follows the generic capability model and is aligned with the UK Government maturity model for Portfolios, Programmes and Projects (P3M3). Our levels are:

  • Level 1: essentially the organisation does not know how well it does change and does not realise it could improve — blissful ignorance!
  • Level 2: some staff are working hard to deliver good change; but against a tide of senior management indifference and organisational stupor — an age of heroes!
  • Level 3: the whole organisation is now doing change the same way with full senior management support; results are better but still patchy — getting there.
  • Level 4: the organisation is measuring performance, outcomes and benefits which leads to consistently better change — effective change at last.
  • Level 5: the organisation is applying its learning culture to improve its change processes into a strategically important capability — a winner.

As well as the levels of capability our model includes some specific aspects of change competence:

  • Leadership and governance
  • Processes and roles
  • Knowledge and skills
  • Managing change

We also look at the way the organisation uses four key skills in managing change (which are reflected in our training qualifications):

Assessment

We have devised a survey questionnaire to assess the level of an organisation. If you would like to use the survey tool on your organisation then please get in touch with us. It requires a number of people within the organisation to take the survey to get a useful picture.

We also have a simpler and quicker self test questionnaire to help you see where you as an individual might fit into the capability model. The model identifies individual behaviours at each level and obviously individuals will vary. Beware, you may find that the behaviours you can exhibit are limited by the capability of the organisation around you. For instance: it will be very difficult to be a level 4 individual in an organisation that does not measure change effects and does not have a performance management culture.

Change saturation – change centres on stakeholders

C4CM stakeholder engagement Its the stakeholders that decide if a change is a success or failure. No matter how hard the change team plan a change, nor how creatively the team designs a change; if the stakeholders don’t buy in the change will not happen. Prosci are collecting data for their next research survey of organisations. To promote the research they have released a few facts from their previous research survey in 2011. The facts can be characterised in two areas:

  • Dealing with stakeholders
  • The problems of doing change management

This blog explores the stakeholders and their importance identified by the research.

click here to see the facts and their impact

C4CM qualifications in context

Our awarded QCF credits (Qualifications Credit Framework) are ideal for toping up on continuing professional development (CPD) and can be used to apply for other post graduate qualifications such as Diplomas and Degree programmes.

The qualifications are offered in modules that are appropriate for both change professionals and strategic managers. They work well to evidence Investors in People and can be used to deliver consistency of approach across the tiers of an organisation.

C4CM™ qualifications in context:

C4CM qualifications map

C4CM qualifications map