Change Strategy Development
Change Strategy Development is the proficiency to formulate, communicate and execute strategic change initiatives within an organization. This incorporates an understanding of change methodologies and frameworks, as well as the ability to align these with organizational objectives. The impact involves fostering a organizational culture receptive to change, enhancing overall efficiency and success.
Level 1: Emerging
At a foundational level you are beginning to recognize how change strategies support organizational goals and culture. You follow direction when applying basic change principles and contribute to discussions about change approaches within your team. Your actions help create awareness of change and support a positive attitude towards new ways of working.
Level 2: Proficient
At a developing level you are able to support the creation and delivery of change strategies by applying established frameworks and seeking guidance when needed. You contribute ideas and help adapt plans to suit your team’s goals and the organization’s direction. Your actions encourage openness to change and help build confidence in new approaches.
Level 3: Advanced
At a proficient level you are able to develop and implement change strategies that support your organization’s goals and reflect best practice. You use well-established methods to guide teams through change, balancing organizational needs with staff concerns. Your approach helps build trust and readiness, ensuring change initiatives are understood and broadly supported.
Transformation Roadmapping
Transformation Roadmapping is the strategic planning process for guiding organizational development and managing change. It involves designing future-focused models that align with business goals while ensuring readiness to adapt. This capability is crucial, combining analytical skills to anticipate possible scenarios, leadership capabilities to influence stakeholders, and drive to manage uncertainties. Effective roadmapping enhances organizational resilience, enabling streamlined transitions that inspire growth.
Level 1: Emerging
At a foundational level you are learning how to support the planning of organizational change by gathering information and helping document project steps. You follow instructions to assist with building transformation plans that align with business goals. Your efforts help ensure basic readiness for change and support a smooth transition for your team.
Level 2: Proficient
At a developing level you are able to support the creation of transformation roadmaps by gathering information and offering insights to senior team members. You help ensure plans align with organizational goals, while beginning to recognize possible challenges and impacts. Your contribution enables more effective planning and steady progress during change initiatives.
Level 3: Advanced
At a proficient level you are able to create and refine transformation roadmaps that balance immediate needs with long-term business goals. You identify risks, involve key stakeholders in planning, and adjust plans when priorities shift. This helps your organization transition smoothly through change and maintain progress towards its future vision.
Stakeholder Engagement for Change
Stakeholder Engagement for Change is the ability to constructively involve and unite diverse groups in the undertaking of transformational tasks. Emphasizing collaborative communication methods aids in aligning differing interests towards organizational objectives. Effective stakeholder engagement positively impacts change management, promoting acceptance and driving successful, sustainable organizational development.
Level 1: Emerging
At a foundational level you are learning to identify who is affected by change and recognize their perspectives. You begin to share clear, relevant information and listen to concerns in a respectful way. Your efforts help others feel included and set the stage for smoother, more accepted change across the organization.
Level 2: Proficient
At a developing level you are starting to identify key stakeholders affected by change and seeking their input in straightforward ways. You take early steps to share information and listen to concerns, helping to clarify expectations and build trust. This involvement helps reduce resistance and supports smoother progress in change initiatives.
Level 3: Advanced
At a proficient level you are able to identify and engage key stakeholders throughout the change process, using clear communication to build trust and address concerns. You balance differing perspectives while keeping people focused on shared goals. This helps drive commitment to change and delivers better outcomes for organizational development.
Resistance Management
Resistance Management is a key capability that involves anticipating, recognizing, and constructively addressing resistance to organizational change. It requires an understanding of human behaviors, adopting empathetic communication strategies and executing steps to mitigate negative effects of change. Its effective implementation consequently fosters smoother transitions, improves organizational adaptability and enhances overall productivity.
Level 1: Emerging
At a foundational level you are able to recognize early signs of discomfort or reluctance to change in yourself and others. You listen openly, share your concerns respectfully, and follow guidance provided by leaders or change champions. By doing so, you help create an environment where change feels safer and more supported for everyone.
Level 2: Proficient
At a developing level you are learning to identify early signs of resistance and responding with empathy when supporting organizational change. You follow guidance to use basic communication techniques and contribute to conversations that address concerns. Your actions help reduce misunderstanding and support steadier transitions within your team.
Level 3: Advanced
At a proficient level you are able to identify and address resistance to change by listening to concerns and using practical strategies to support those affected. You work with teams to ease transitions and adjust plans where needed. Your balanced approach reduces disruptions and helps your organization adapt to change more smoothly.
Post-Change Evaluation
Post-Change Evaluation is the process of assessing the effects and efficiency of implemented organizational changes. Often measured against initial objectives, it focuses on the actual outcomes, the change's impact on the organization and learning from the experience. A capability crucial in ensuring future changes are more successful and less disruptive.
Level 1: Emerging
At a foundational level you are able to participate in simple reviews of change initiatives by sharing your observations and feedback. You understand the importance of checking whether changes have met their intended goals and noting areas for future improvement. Your input supports your team to learn from recent experiences and strengthen future change efforts.
Level 2: Proficient
At a developing level you are able to assist with collecting feedback and basic data on change initiatives, comparing outcomes to set goals with some guidance. You contribute observations and help highlight what worked well and what needs improvement. This helps your team make small adjustments for future change projects and builds your understanding of effective change evaluation.
Level 3: Advanced
At a proficient level you are able to independently assess how organizational changes have met their intended objectives, drawing clear connections between actions taken and outcomes achieved. You use available data and feedback to identify lessons and suggest improvements for future change initiatives. Your evaluations help refine processes and support better organizational results.
Organizational Design
Organizational Design is the strategic process of aligning the structure of a business with its mission and objectives. Delivering expertise in this capability means understanding how to establish efficiency and adaptability in response to changes, thereby supporting the overall Change Management and Organizational Development. The goal is to create a resilient organization that can achieve desired outcomes in variable conditions.
Level 1: Emerging
At a foundational level you are learning how organizational structures support a business’s goals during change. You recognize the basic relationship between structure, roles, and outcomes, and contribute by following guidance from others. This helps your team adapt to changes and keeps daily operations running smoothly.
Level 2: Proficient
At a developing level you are beginning to apply basic organizational design principles to support change initiatives and adapt team structures. You contribute ideas for improving efficiency and adaptability, learning how structure affects outcomes. Your involvement helps your team respond better to changes and advances a culture of continuous improvement.
Level 3: Advanced
At a proficient level you are able to assess and refine organizational structures to align with strategy and support change initiatives. You use evidence to recommend improvements that enhance both efficiency and adaptability. Your input helps create an organization that responds well to change and meets its goals in shifting conditions.
Operating Model Development
Operating Model Development is the capability of designing and implementing a strategic framework that aligns organizational structure, processes and resources to support business goals. This capability requires critical understanding of existing systems and envisioning transformational changes that foster efficiency. Proficiency in this area leads to enhanced organizational agility, resilience and effectiveness.
Level 1: Emerging
At a foundational level you are learning how organizational structures, processes and resources fit together to support business goals. You support change initiatives by assisting with simple operating model tasks and seeking to understand the basics of organizational development. This helps you build awareness of how operating models drive change and improvement in the workplace.
Level 2: Proficient
At a developing level you are starting to contribute to reviews of current organizational structures and processes, supporting improvements under guidance. You help gather information and identify areas where changes to the operating model could increase alignment with business goals. Your involvement helps ensure change efforts are informed by real needs and practical insights.
Level 3: Advanced
At a proficient level you are able to design and implement operating models that align people, processes and resources to changing strategic objectives. You use your understanding of business systems to introduce practical improvements that support transformation and adoption. Your work helps teams become more agile and responsive in periods of organizational change.
Cultural Alignment
Cultural Alignment is the proficiency in fostering a unified organizational culture during periods of change. This includes understanding cultural dynamics and using them to guide transition effectively. When practiced consistently, it nurtures supportive workplace environments, drives smooth change implementation, and generates sustainable organizational growth.
Level 1: Emerging
At a foundational level you are aware that people have different values and behaviors at work, especially during change. You recognize that culture shapes how teams respond to new ways of working and support efforts to understand and respect these differences. This helps create an environment where everyone feels included and better able to adapt.
Level 2: Proficient
At a developing level you are starting to recognize cultural differences and their impact during change initiatives. You seek guidance to understand the underlying values and behaviors within your team, and begin to incorporate this awareness when supporting organizational transitions. Your efforts help create a more inclusive and cooperative environment during periods of change.
Level 3: Advanced
At a proficient level you are able to recognize and respond to cultural dynamics during change, ensuring your actions support a unified culture. You actively engage teams to address challenges and align values, using feedback to guide your approach. Your efforts help smooth transitions and strengthen organizational cohesion.
Change Training Design
Change Training Design is the structured planning of educational frameworks that enable effective organizational transformation. It involves understanding the unique dynamics of an organization, aligning desired goals with training modules, and fostering adaptability skills. This capability enhances an organization's resilience during periods of change, offering a smoother, more controlled transition.
Level 1: Emerging
At a foundational level you are aware of the importance of effective training in supporting organizational change. You follow provided guidelines to help create or organize basic training resources, ensuring they reflect change objectives. This helps teams begin to adapt smoothly to new ways of working.
Level 2: Proficient
At a developing level you are able to assist with designing and adapting training materials to support change initiatives in your organization. You draw on provided templates and guidance, seeking feedback to ensure training fits the business context. This helps build your understanding of how tailored training can support people through organizational change.
Level 3: Advanced
At a proficient level you are able to design and deliver training that aligns with organizational change goals and addresses the specific needs of different teams. You actively adapt training content based on feedback and changing circumstances to ensure relevance and effectiveness. Your approach helps build confidence and capability, supporting smoother transitions during organizational change.
Change Risk Management
Change Risk Management is the ability to identify, assess and mitigate the potential risks in a change strategy. This requires a capability set that includes critical thinking and organizational awareness. The effective management of change risks significantly reduces resistance to change, promotes organizational resilience and ensures the successful implementation of change initiatives.
Level 1: Emerging
At a foundational level you are able to recognize basic risks that may arise during organizational change and know when to flag them to your manager. You follow established procedures to support risk identification and mitigation, contributing to smoother transitions and helping your team navigate change with fewer disruptions.
Level 2: Proficient
At a developing level you are starting to recognize and flag potential risks that may arise during change initiatives, seeking guidance from others when needed. You understand the importance of monitoring risks and follow established processes to help address them. Your growing awareness helps to support smoother transitions and reduce disruption for your team.
Level 3: Advanced
At a proficient level you are able to assess and address risks in change initiatives, making informed recommendations to manage or mitigate issues as they arise. You apply your understanding of people, processes and organizational context to anticipate challenges. Your action helps reduce disruption, increase acceptance of change, and drive successful outcomes.
behavior Change Enablement
behavior Change Enablement is the capacity to faciliate transformative shifts in individual and collective behaviors, crucial for successful organizational change and development. This includes designing change initiatives, addressing resistance, and fostering an adaptable, resilient mentality. Mastery of this capability dramatically enhances the efficacy of change strategies, driving sustainable growth and evolution.
Level 1: Emerging
At a foundational level you are aware of the importance of behavior change in organizational settings and open to learning about different approaches. You can recognize when individuals or teams may be resistant and seek guidance to support them. Your willingness to engage lays the groundwork for effective change and a positive team environment.
Level 2: Proficient
At a developing level you are beginning to support behavior change by applying simple techniques to encourage people to adapt to new ways of working. You contribute to change initiatives, recognize common signs of resistance, and help your team adjust. Your efforts make changes smoother and help build a more flexible, positive work environment.
Level 3: Advanced
At a proficient level you are able to actively guide teams and individuals through behavior change, applying proven strategies to overcome resistance and build buy-in. You shape and deliver clear change initiatives, adapting your approach as needed to fit organizational context. Your skills help people adjust quickly and support lasting, positive change.
Change Reinforcement
Change Reinforcement is the ability to solidify and strengthen organizational transformations. It requires the knowledge of effective strategies to consolidate changes, maintain momentum, and prevent regression. This capability can enhance company resilience, continuity, and overall performance in a dynamic environment.
Level 1: Emerging
At a foundational level you are learning to recognize why reinforcing changes matters and how it supports lasting improvements. You follow simple guidance to help embed new ways of working within your team, raising issues if you notice things slipping back to old habits. This helps your team build trust in new approaches and keeps progress on track.
Level 2: Proficient
At a developing level you are learning how to support and encourage others to stick with new ways of working during change. You follow guidance to help reinforce changes and contribute to maintaining progress within your team. Your efforts help build confidence in the change process and reduce the risk of slipping back to old habits.
Level 3: Advanced
At a proficient level you are able to apply proven methods to embed change and keep teams focused on new ways of working. You actively monitor progress, address slipping commitment, and support others through practical tools and feedback. Your actions help ensure changes take hold across the organization, reducing the risk of reverting to old habits.
Change Readiness Assessment
Change Readiness Assessment is the organizational analysis to gauge aptitude for transformation. This composite capability set involves evaluating workforce resilience, organizational culture, and existing resources. Accurate assessments enable targeted interventions, nurturing growth, and fostering an agile environment adept at embracing change.
Level 1: Emerging
At a foundational level you are aware of the purpose of change readiness assessments and can recognize basic factors that influence how people respond to organizational change. You follow guidance to help gather simple information about team attitudes, resources, or concerns. Your support helps your team start thinking about what’s needed for successful change.
Level 2: Proficient
At a developing level you are beginning to assist with change readiness assessments by gathering relevant data and observing how change affects teams. You apply guidance from others and contribute insights on workforce adaptability and culture. Your efforts help ensure early interventions are informed and support smoother organizational change.
Level 3: Advanced
At a proficient level you are able to independently assess your organization’s readiness for change by evaluating workforce attitudes, culture, and available resources. You confidently identify strengths and pinpoint barriers, recommending practical actions to boost overall change readiness. Your assessments enable your team to address issues early and support smoother transitions during change initiatives.
Change Planning
Change Planning is the systematic approach to envisioning, scheduling, and implementing organizational transformation. This involves precise forecasting, risk management, and thorough scenario mapping. Proactive and well-strategised Change Planning significantly enhances the efficacy of the transition, minimizing disruptions and fostering a positive reception of change.
Level 1: Emerging
At a foundational level you are learning how to support basic change planning activities by following established processes and instructions. You help gather information and document steps under guidance, gaining an understanding of how change is organized and communicated. Your contributions help ensure the initial groundwork for change is accurate and reliable.
Level 2: Proficient
At a developing level you are beginning to support change planning by contributing ideas and gathering information to help define goals and timelines. You follow established processes and assist others in identifying risks and potential challenges. Your efforts help create a clearer path for change and support your team in preparing for transitions.
Level 3: Advanced
At a proficient level you are able to develop and coordinate detailed change plans that address key risks, timelines, and resource needs. You involve relevant stakeholders and use evidence to forecast outcomes and prepare for likely challenges. Your strong planning improves organizational readiness and helps ensure change is adopted smoothly and with minimal disruption.
Change Implementation
Change Implementation is the capacity to effectively apply knowledge and skills concerning change processes, ensuring successful adaptations across the organization. This capability facilitates transformation by shaping plans, setting realistic milestones, and proactively managing risks and challenges. Proficiency in Change Implementation bolsters an organization's resilience and supports its evolution in line with strategic goals.
Level 1: Emerging
At a foundational level you are building your understanding of change processes and support others through periods of change. You contribute to planned activities by following guidance, asking questions, and sharing information with your team. Your actions help create a positive environment as your organization adapts to new ways of working.
Level 2: Proficient
At a developing level you are building confidence in supporting change initiatives by assisting with planning and helping to track progress against milestones. You contribute to identifying issues early and support experienced colleagues to manage risks. Through your involvement, you help your team adapt smoothly during periods of change.
Level 3: Advanced
At a proficient level you are able to plan and coordinate change initiatives, guiding teams through key stages and addressing common barriers. You manage timelines, resources, and risks to keep progress steady and on track. Your efforts help embed change effectively, building trust and resilience across the organization.
Change Impact Assessment
Change Impact Assessment is the systematic evaluation of the potential consequences of alterations in business procedures and structures. This requires understanding of various change theories and models. Its mission is to identify negative impacts before implementation, to enable proactive management of risks, ensuring smooth transition and minimizing resistance to change.
Level 1: Emerging
At a foundational level you are able to recognize when a change may affect people, processes, or structures within your team. You seek guidance to identify possible impacts and share concerns or observations with others. This helps you contribute to smoother transitions and supports your team through early stages of change.
Level 2: Proficient
At a developing level you are able to contribute to basic change impact assessments by gathering and organizing relevant information under guidance. You recognize key risks and potential resistance, asking questions to clarify impacts on people and processes. Your input helps your team anticipate issues and supports smoother change within your organization.
Level 3: Advanced
At a proficient level you are able to independently assess and document the impacts of planned organizational changes, drawing on recognized change models to guide your analysis. You consider a range of stakeholders and business areas to identify risks and potential resistance. Your work helps shape practical change plans that support a smooth and effective transition.
Change Data Analysis
Change Data Analysis is the ability to dissect and interpret data related to organizational modifications. It demands a discerning eye for detail, critical thinking, and strong analytical skills to identify trends, anomalies, and potential impacts. This empowers better planning and decision-making within change management and organizational development processes.
Level 1: Emerging
At a foundational level you are able to gather basic data related to organizational changes and follow set methods to review it. You recognize clear patterns or issues and share your findings with your team. Your work helps others gain a simple understanding of how changes might be affecting the organization.
Level 2: Proficient
At a developing level you are able to collect and organize basic data on organizational changes, using established methods and tools. You can identify clear patterns or issues with some guidance, supporting your team’s understanding of how changes are affecting the organization. This helps your team make more informed choices during change initiatives.
Level 3: Advanced
At a proficient level you are able to independently analyze and interpret data to uncover patterns and insights about organizational change. You confidently use this information to guide planning and address issues as they arise. Your analysis helps your team make better decisions and adapt effectively across the change process.
Change Communications
Change Communications is the competence to devise, plan and deliver influential communication strategies during organizational changes. It involves understanding the impact of transformation, customizing messaging to different audiences, and using a variety of channels to effectively engage stakeholders. This capability plays a pivotal role in alleviating resistance, fostering acceptance, and driving the success of change initiatives.
Level 1: Emerging
At a foundational level you are able to share clear and accurate information about changes with your team using approved messages and channels. You ask questions when unsure, check that people have understood the basics, and pass on feedback to the right contacts. This helps build trust and ensures everyone is kept informed during periods of organizational change.
Level 2: Proficient
At a developing level you are able to support change communications by drafting clear messages and sharing updates with different groups under guidance. You help tailor communication to the needs of various audiences and choose suitable channels to share information. Your efforts contribute to reducing uncertainty and encouraging engagement during periods of change.
Level 3: Advanced
At a proficient level you are able to create and deliver targeted communications that address the needs and concerns of different groups throughout organizational change. You consistently use multiple channels to keep people informed and engaged, helping to ease uncertainty and build trust. Your approach supports smoother transitions and encourages stakeholder buy-in.
