Enterprise change management software

Generate advanced analytics for unprecedented insights into what is changing, who is impacted and by how much, holistically across the enterprise. Never before has leadership had so much actionable change management intelligence at its fingertips!

Individual results may vary. Elevate transformational change management from the project to the organization or enterprise level. Illuminate the change magnitude, saturation, and risk for your projects, programs or portfolio owners and leaders. Chama gives leaders and their teams visibility and accountability across and within all initiatives by providing a holistic view of what is changing, who is impacted, and by how much from various perspectives.

The holistic view and data-based insights delivered by Chama ensure that initiatives are grounded in demonstrated best practices that achieve transparency, quality and consistency with flexibility to improve the user experience at all levels.

Chama has an AI-enabled match capability driven by algorithms that intelligently leverage change characteristics through our automated recommendation engine.

More effectively orchestrate change in your organization by enabling learning through evaluation of activity effectiveness and recommendations on future change actions taken.

Chama helps demonstrate the value of change management in a different way by embedding it into the portfolio strategy from beginning to end. Aaron S. Lead change smarter , together. Listen, measure, and adapt to change to improve adoption while respecting the culture Make better data-driven decisions to align with business priorities and strategic objectives Generate advanced analytics for unprecedented insights into what is changing, who is impacted and by how much, holistically across the enterprise.

Today, leading organizations are taking the next step in the journey, shifting their focus from a project-by-project application of change management toward institutionalizing change management practices, processes, capabilities and competencies.

Instead of addressing change management one project after another, these organizations are investing time, energy and resources to build organizational change management capabilities and competencies. Prosci calls this effort Enterprise Change Management ECM , the structured and intentional deployment of change management across and throughout an organization.

With Enterprise Change Management, effectively managing the people side of change becomes more than a business practice—it becomes a core competency, competitive differentiator, and cultural value of the organization. In an organization that has successfully worked to institutionalize change management—or pursue Enterprise Change Management—three things happen:. Institutionalizing change management takes a concerted effort. It requires resources, budget, time and commitment.

It requires treating and managing "institutionalizing change management" as a project and as a change. It is not enough to simply apply change management over and over; there must be a fundamental shift and charter to make great change management the norm. When this shift occurs, change initiatives are more successful and the organization as a whole achieves greater financial and strategic success. The simple answer to why an organization should invest in Enterprise Change Management is that it improves the financial and strategic performance of the organization through more successful change implementations.

There are several approaches to telling the story and making the case for deploying change management:. Effective change management on a particular project or initiative drives greater benefit realization. A growing body of data shows that there is a direct correlation between more effectively managing the people side of change and meeting project objectives on time and on budget.

When change management is done effectively, the result is a faster speed of adoption, a higher ultimate utilization rate and a greater level of proficiency, which all drive higher Return on Investment ROI.

When the people side of change is ignored, there are greater costs and risks both to the project and to the organization. So the first case for Enterprise Change Management is additive in nature. If effective change management drives success on a given project, then why not begin applying change management on more or all projects by deploying it more broadly across the organization?

The second case for working to build organizational capabilities and competencies is based on change load. Organizations are experiencing and expecting more change than ever before. The velocity of change continues to increase with more frequent, larger and more imperative changes. In an environment where change is constant and unavoidable, the time is right to build a capability to more efficiently and effectively implement those changes, and institutionalizing change management is one solution.

Prosci Best Practices in Research benchmarking data shows that more and more organizations are reaching a point of change saturation.