Background to Change Management cont. 2
Facilitating change
It involves considering each change individually and planning of the most appropriate approach to each situation.
| Expertise |
Description of Expertise |
| Principle of Change | Understands that each change is different, and develops an approach and plans to suit their particular situation |
| Understands the tools, methodology and models to draw on when facilitating change | |
| Can competently apply the behaviours and skills of managing change | |
| Operating Environment | Consistently remains open to ideas, supports and uses good ideas to solve problems and address issues |
| Can appreciate when stakeholders are impacted by other changes concurrently and works successfully within that context | |
| Considers organisational context and priorities when diagnosing the change environment | |
| Considers the organisation's strategy, structure, process and culture when diagnosing change including organisational, individual, economic, cultural, social and political forces | |
| Accurately identifies potential sources of resistance and anticipate concerns | |
| Recognises and effectively communicates and manages the business case for change - the costs and the benefits | |
| Uses change as an opportunity to advance organisational objectives | |
| Change Readiness | Understands the meaning and importance of change readiness and works with the change manager to ensure an integrated approach for impacted employees |
| Understands the tools, methodology and models used in managing change readiness | |
| Understands the different considerations and elements of employees' readiness for change and is able to appropriately conduct the assessment and build the change plans and key messages | |
| Highlights highest areas of potential risk using insights from readiness assessment | |
| Works to minimise impact of complexities, contradictions and paradoxes | |
| Unifies leadership support for direction and smooths the process of change | |
| Uses the data gathered change readiness and impact assessments to inform design, planning and implementation activities and priorities | |
| Rewards change effort | |
| Cultural Awareness | Able to identify the overt cultures of the organisation and their influence on the change |
| Able to identify both the overt and covert cultures of the organisation and their influence change | |
| Designs solutions that take prevailing cultures into account | |
| Designs approach and plans that leverage, remediate or accommodate prevailing cultures |
(source: CMI, 2022b)