CHANGE MANAGEMENT CAPABILITY ASSESSMENT NAVIGATOR

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1 CHANGE MANAGEMENT CAPABILITY ASSESSMENT NAVIGATOR by

2 1 CHANGE MANAGEMENT CAPABILITY ASSESSMENT Macanta, through its partnership with Assessmentportal, offers a Change Management Capability Assessment, designed to assess the change capability of an organisation and its leaders relative to a new or ongoing change initiative. The Change Management Capability assessment has been designed based upon a broad range of organisational change best practices and practical experience of leaders who have successfully lead change in organisations. Due to the diverse range of perspectives on organisational change management the Change Management Capability assessment has been created with John P. Kotter s 8 step change model in mind. The principles explained by Kotter in his seminal book Leading Change form the basis of many of the change management practices found across the industry. Using this particular approach to the assessment ensures that the reports created have an alignment to a diverse range of change management approaches that an organisation may use. 1. Establish a Sense of Urgency 2. Create a Guiding Coalition 3. Develop the Change Vision and Strategy 4. Communicate the Change Vision 5. Empower Broad-based Action 6. Generate Short term wins 7. Consolidate Gains and produce More Change 8. Anchor the change to the Organisation and culture The assessment can be performed during the initiation phase of a change program, or at anytime during the execution of a change project. Note, it is recommended that the assessment is performed in the earlier stages of a program of work. The Change Management Capability cartridge is designed to identify strengths, weaknesses and opportunities of a change initiative based upon the key contributing elements to leading effective change. These elements have been identified across numerous studies and surveys of change. The areas evaluated include: The Urgency to Change Sponsorship & Leadership Project and Change management practices Organisational Readiness Employee Engagement It is expected the assessment will provide insights and advice to the organisation to increase the probability of change success by identifying: 2 CHANGE MANAGEMENT CAPABILITY ASSESSMENT V2.0

3 Risks and issues relevant to the change initiative Guidance relative to specific facets of leading and managing change in organisations The Employee Engagement and perspective on Change within the organisation Employee feedback on the proposed change and broader organisation The assessment is made up of approximately 80 questions that enable an organisation to gauge the state of change management within the organisation, identifying risks and issues that may compromise the change program. The results, combined with recommendations, will provide guidance to the organisation s leadership and change management teams on the corrective actions to be taken. This will increase the likelihood of the proposed change being successful. The recommendations/observations made are based upon the unique responses to the survey questions asked of the organisation s leadership team, change and project management teams and employees. The survey questions and answers have been drawn from significant practical experience and expertise that our Change Management Capability cartridge development partner has acquired over a number of years of leading change within organisations. The assessment tool is broken into two sections; Change Planning and Execution and The Employee Perspective. Each of these sections measures the following elements: 3 CHANGE MANAGEMENT CAPABILITY ASSESSMENT V2.0

4 Change Planning & Execution The Employee Perspective The Platform for Change Sense of urgency Leadership/sponsorship Guiding Coalition Vision & Strategy Change Execution & Planning Change Management Plans Project Management Plans Employee Perception of Change Employee Engagement Teamwork Information and Personnel Systems Communication Plans Organisation and Empowerment Resistance and Short-Term wins Feedback Processes Organisational Design considerations 4 CHANGE MANAGEMENT CAPABILITY ASSESSMENT V2.0

5 2 ASSESSMENT APPROACH The assessment follows a layered approach to evaluate the four key components of leading and managing change within an organisation. Each component is explored through a series of questions to ensure objectivity. Following is a brief description of each key component. The Platform for Change Change Planning and Execution Organisation and Empowerment The Employee Perspective The Platform for Change Focuses on the organisations need to change by evaluating the need for change, Sense of Urgency, leadership commitment, Vision & Strategy Alignment, Sponsorship and the guiding coalition. Change Planning & Execution Takes into consideration the change, project and communications facets of successfully running change initiatives. Organisation & Empowerment Endeavours to identify organisational barriers to change. Elements that would make it difficult for employees to adopt the new way of working expected by the change being implemented. This includes considerations around governance, organisational structure, Nonfunctional training, etc. The Employee Perspective Explores the employee view relating to elements within the preceding sections as well as providing a perspective on the employee s engagement within the organisation. Engagement is a measure of how people think, feel and act towards the organisation. NOTE - Throughout the assessment are opportunities for participants to provide further insight, feedback and advice through free text fields. These comments not only provide the organisation with a deeper understanding of the commitment to change, they also open up opportunities to innovate and remediate issues outside the scope of the change initiative being assessed. 5 CHANGE MANAGEMENT CAPABILITY ASSESSMENT V2.0

6 3 OBJECTIVITY In order to provide objectivity the assessment has been divided into two sections: Change Management Capability asks questions relating to the platform for change, change execution and planning, and organisation and empowerment. This section of the assessment is targeted at understanding the sponsor, project and change manager, and the broader management community s perspective and capability relating to change. More than 50 questions are asked of this group across key points relevant to leading and managing change successfully. These elements are evaluated using a series of questions that gauge the organisation s capability against items considered critical to change success. The Employee Perspective asks 30 questions on the employee s perspective relevant to the employee s view of change and their role in the organisation. These questions are based upon an agreements scale ranging from Strongly Disagree to Strongly Agree. This scale provides insights to how the employees think, feel and act. 6 CHANGE MANAGEMENT CAPABILITY ASSESSMENT V2.0

7 4 ASSESSMENT PROCESS The assessment process consists of the following activities: 1. Assessment Engagement A facilitating consultant will work with you to understand the change that is to be assessed. This will include getting an understanding of the organisational structure of the group being assessed. 2. Assessment Configuration The facilitating consultant will configure the online assessment product as well as produce the relevant communications material to be distributed by the sponsor. 3. Communication to contributors The change sponsor sends out the communication material provided. 4. Survey Period The online assessment will remain online for contributors for the time frame agreed during the assessment engagement. 5. Draft Report On completion of the survey period a draft report is generated based upon the survey results and combined with the knowledge contained within the Leading Change Management Capability assessment. 6. Review & Validation Based upon the information and knowledge contained within the draft report the facilitating consultant will carry out a series of targeted interviews and document reviews. 7. 2nd Draft & Review with sponsor Based upon the survey results, interviews and reviews the facilitating consultant will create the final report for discussion with the sponsor. 8. Final Report On completion of the sponsor review, the final report is delivered to the organisation for distribution and action. 5 ASSESSMENT OUTCOMES The Assessment process results in a two-part report being produced. The first part of the report provides a structured assessment of the change management capability and employee perspective based upon the survey results and assessment carried out by the facilitating consultant. The second part of the report is the addendum to the assessment, containing the tabulated response data and contributor comments based upon the two sections, Change Management Capability and the Employee Perspective. This information can be used to provide further insight and guidance to the change initiative. The facilitating consultant will be able to provide advice and guidance on how this information can be applied to the organisations change program. 7 CHANGE MANAGEMENT CAPABILITY ASSESSMENT V2.0

8 6 NEXT STEPS Book your Navigator Change Management Capability Assessment by calling Breed Lewis on or ing 8 CHANGE MANAGEMENT CAPABILITY ASSESSMENT V2.0