Strategies For Managing Change - The Excellent Case For Creating Your Own Culture Maturity Model
Maturity models are normally associated with projects and programmes. On the other hand, I want to make the case for building your personal culture maturity model as a preparation to the development of your own techniques for managing modify.
I very first became aware of the significance and importance of organisational culture in 1994 when I was involved in a home business improvement physical exercise with a colleague and the significance of organisational culture - initially observed solely from a organization development perspective - became firmly established on our radar.
We rapidly made 5 discoveries:
(1) That we can construct a effortless matrix that can enable us to incredibly rapidly identify the kind of organisational culture we are dealing with.
The basic structure of the matrix can be used to define a template of an organisational culture, namely:
- Sort of culture
- A summary definition of the culture
- Evidence of the culture - i.e. its characteristics
- Crucial issues faced and addressed by that culture as can be seen in actions and behaviours
- The areas of significant concentrate - or crucial areas of impact - of the culture
(2) That these cultures are apparent and immediately recognisable and indisputable from the company's personal perspective [i.e. they recognise themselves as such]
(3) That these cultures as noticed from a business enterprise development perspective form a maturity model. In other words, organisations migrate along a clearly identifiable and predictable path as their personal company development abilities evolved
