The constant stream of superhero movies makes even the most non-fan (that’s yours truly) reflect on what it would be like to have superpowers.
While I don’t want to scale walls or leap from tall buildings, there are a few unique superpowers I wouldn’t mind having:
- Liquid transmutation (to escape awkward situations undetected)
- Omni-fabrication (be able to use anything to get out of any bind)
- Indestructible digestion (need I explain why?)
- Perfect recollection (never forget a face again)
- Precognition (could it end all crime and conflict?)
But there’s one superpower we don’t see in movies, despite it being incredibly uncommon:
The ability to change quickly, efficiently and effectively, again and again.
Change is a superpower
We’re not alone in calling change a superpower. People have written books about it.
Change is not only complicated – it’s unrelenting.
If your workplace is like most, you’re probably juggling all of this, in addition to BAU:
- Organisational transformation
- New systems
- New processes
- New products
- Customer and regulatory demands
You’re not alone if you’re struggling to do it all well.
You believe in the importance of change management, but you’re not sure where to start to improve. What does good look like? What should you aim for? Do you need a new methodology? Train a bunch of people? New reports? Is that all it takes?
Sadly, no. If that were all it takes, those failure statistics would be less dismal.
The good news is we have a superpower: we know what it takes to be great at change.
The superpower is organisational change capability
In 2016 we partnered with Dr Simon Albrecht, Senior Lecturer at Deakin University’s School of Psychology, to research what it takes to be a truly change capable organisation.
(We started this research because we wanted to understand why so many organisations were struggling to do change well, despite having the obvious ingredients in place, such as a methodology, tools, templates and change management resources.)
What we found was that ‘Change Capable’ organisations have specific characteristics that support organisational agility, enabling them to quickly embark on – and more successfully – implement change.
Our research revealed 11 dimensions that support organisational change capability. Each dimension contributes equally to an organisation’s change capability:
- Visible sponsorship
- Systemic accountability
- Commitment to change capability
- Change management infrastructure
- Portfolio management
- Capacity management
- Ready & willing people
- Supportive front-line leadership
- Skilled change leaders
- Change conducive culture
- Capability development
Our research highlighted that change capable organisations THINK differently – they focus and have an organisational mindset and behaviours that are more conducive to change and INVEST differently – they embed processes and develop capabilities so their people are equipped to act.
We now use this model to help our clients understand what it takes to be good at change – that it goes beyond having a methodology, tools and templates.
And here’s the exciting part: it’s not just us who say this is a reliable model. It’s been endorsed by the American Psychological Association in their Consulting Psychology Journal!
Remember the adage: what gets measured gets managed
Knowing what makes an organisation great at change is helpful, but this knowledge only gets you so far. Knowledge alone doesn’t get you the results you need.
Imagine if you knew exactly how your organisation stacks up in each of these 11 areas – so you could pinpoint your strengths and trouble spots.
What if you could measure your company’s change capability?
The change capability diagnostic
We knew our clients needed more than a model, so we developed a diagnostic tool. Employees complete a 20-minute survey, and our proprietary tool generates a baseline maturity score and assesses strengths and risks across each change capability dimension.
We prepare a detailed report, share the results, and work with you to create a tailored action plan to help you achieve your goals.
You’ll be able to implement some of the recommendations immediately, and others will take longer.
Why you need this superpower
Leaders readily acknowledge the importance of change management but find it challenging to do, or they don’t know what or how to improve. Sometimes, change can feel like something mere mortals can’t do.
It’s no understatement to say that solving a challenge of this size unlocks enormous value.
With this model and diagnostic tool, you’re on a fast track to becoming a superhero. A change superhero.
To learn more about this research and how it can help you, get in touch to arrange a confidential conversation.