Our next U.K. Prosci Enterprise Change Management Boot Camp is on March 12th, register here.
Organisations that invest in an internal change management capability set themselves apart from their peers. They have the ability to remain agile in a constantly changing business environment and adopt solutions more quickly to realise project ROI sooner. Ultimately, it gives your organisation a competitive advantage.
Deploying change management across an organisation is not a simple task. It does not happen with a single announcement by senior leaders or by training people about how to manage change on single projects. When you build organisational competencies in change management, you are fundamentally changing how the entire organisation and each individual within the organisation handles change.
One of the most common pitfalls regarding the project of internalising Enterprise Change Management (ECM) is failing to realise that it must be treated as both a project and a change. To do that, an important mindset shift must occur. You need to move out of the mindset of simply doing more change management (whether that means more application or more training) to a mindset of deploying change management and building organisation capabilities. There are numerous organisations that continue to do more and more change management and their projects and initiatives are more successful because of it. However, they may never reach the critical moment of deciding to take the next step toward truly internalising change management fully.
Introducing "Project ECM"
When you begin treating and managing the effort to internalise change management as a project and a change, you have embarked on what we call "Project ECM". We use this phrase to reinforce that this is an effort that must be managed like a project.
Project ECM means that you are:
- Treating deployment like an initiative
- Recognising how change management is currently done in your organisation
- Deciding how change management will look as an enterprise capability
- Moving from the current status to where change management is embedded in the organisation
- Mobilising the technical and people side of Project ECM
In addition to thinking about Project ECM as a change using the above framework, you also use the tools available for making any project successful, including change management and project management techniques.
You will need to:
- Design a solution
- Secure effective sponsorship
- Create a schedule and budget
- Complete organisational and individual change management plans
- Treating the effort to internalise change management like an initiative and project increases the likelihood that you will be successful and adds credibility to the work you are doing.
Next steps to help you develop your Project ECM:
Download the Prosci Building Enterprise Change Capability with Project ECM article to learn more about the current, transition and future states for a successful Project ECM along with descriptions and examples.
If this is a direction your organisation is moving in, our Prosci ECM Bootcamp is designed for you. In our one-day workshop you gain additional tools based on research findings for creating your Project ECM strategies and plans. Sign up for one of our CMC Prosci Enterprise Change Management Bootcamps.
By the end of the bootcamp participants will be equipped to:
- Present a value proposition or business case for building organisation-wide change management capability
- Confirm the organisation’s current capability using Change Management Maturity Model™ Audit to establish a baseline and assess the Current State
- Create an ECM Vision Statement for your organisation and outline the Future State Define a project that will take the organisation from the Current State to Future State using the ECM Roadmap tool in conjunction with change management best practice
Or if you’d like a conversation about the Enterprise approach please get in touch and we’ll arrange for a conversation.