Main Change Practitioner Core Competencies

Introduction
The fundamentals and foundational skills need to be built on so that a fresh mindset and strategy can be adopted:
"...this means they recognise that change is inevitable, anticipate it, and seamlessly adapt it..."
Tristan Ovington, 2024a
Core competencies (5)
1. Leadership and vision (this involves
"...grasping the organisation's goals, values, and direction, inspiring and motivating others to obtain them. Proficient leaders articulate a compelling future vision and foster trust among stakeholders, fostering a shared purpose and alignment. Particularly crucial in change is to have direction, purpose, and enthusiasm to drive momentum for the initiative..."
Tristan Ovington, 2024a
Change practitioners become very proficient in interpreting the vision, goals and direction.)
2. Communications and engagement (conveying the necessity for change to stakeholders and getting them involved in the journey; need to develop strategies, choose suitable communications channels and customerise messages to diverse audiences; need have stakeholders' inputs and address their apprehensions
"...Proficient communication and engagement are critical in periods of change as they foster trust, credibility, ownership, and commitment to the change endeavour. By actively engaging stakeholders and maintaining transparent communications, change managers can litigate resistance and enhance the prospects of success..."
Tristan Ovington, 2024a
NB Many organisations can have 'non-wired workers', ie staff who do not have computer availability in their work; they need to be catered for.
Appropriate communications can help avoid crises or mitigate the negative impacts of crises.
Need to synchronise and align all communications.)
3. Problem-solving and decision-making (this encompasses data analysis, pattern recognition, solution formulation and implementation as a basis for informed decision-making; need an effective tool kit (including AI) to enable change management effectiveness.
"...By properly addressing and resolving issues, change managers can mitigate setbacks, maintain momentum, stir the change initiative toward success..."
Tristan Ovington, 2024a
NB As of yet, computers are limited in their ability to problem-solve, critical thinking and decision-making.
4. Resilience and adaptability (this refers to the capacity to adapt to evolving situations and to endure challenges including the possibility of encountering unforeseen challenges
"...This skill encompasses focusing on organisational goals to meet unexpected hurdles and embracing the whole ideas and strategies. In times of change, resilience, and adaptability are paramount..."
Tristan Ovington, 2024a
"...change managers who prioritise organisational objectives and remain flexible in adopting new methodologies can effectively manoeuvre through these obstacles and advanced towards their goals..."
Tristan Ovington, 2024a)
5. Stakeholder management (this involves
"...identifying pertinent stakeholders, understanding their motivations and apprehensions, and devising strategy engagement and communication..."
Tristan Ovington, 2024a
Another way of saying this
"...the ability to proficiently recognise and attend to the interests, needs, and anxieties of those impacted by a change effort..."
Tristan Ovington, 2024a
Thus
"...By comprehending and addressing their concerns and requirements, change management can garner backing for the change initiative and mitigate resistance......the combination of completing accurate stakeholder analysis and executing on the stakeholders strategies that can have the most impact of the change initiative..."
Tristan Ovington, 2024a)
Summary
The 5 core competencies for change practitioners:
i) Leadership and vision
ii) Communication and engagement
iii) Problem-solving and decision-making
iv) Resilience and adaptability
v) Stakeholder management