Elements and Performance Criteria
- Confirm that change is required
- Consider factors impacting upon the business unit, the organisation or within the political environment.
- Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.
- Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.
- Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.
- Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.
- Determine the likely impact of change
- Analyse the proposed change in relation to organisational structure and function, and strategic objectives.
- Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.
- Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.
- Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.
- Identify and plan for potential risks associated with change.
- Communicate the requirements and planned outcomes for change.
- Develop a change management strategy
- Prepare change management strategy and related communication strategies with key stakeholders.
- Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.
- Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.
- Design change management activities to comply with the framework provided by relevant legislation and organisational policy.
- Devise time schedules, performance standards and interim checkpoints for change management strategies.
- Obtain approval to implement the chosen change management strategy from senior management.
- Foster commitment to workplace change
- Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.
- Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.
- Seek and use resources required to implement change within the business.
- Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.
- Implement a change management strategy
- Alter and implement policies, practices and procedures as required to support the change management strategy.
- Identify and address barriers to change in accordance with the organisation’s risk management plan.
- Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.
- Activate strategies for embedding the change in accordance with the change management strategy.
- Develop a process and performance indicators to monitor the impact of change.
- Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.
- Confirm that change is required
- Consider factors impacting upon the business unit, the organisation or within the political environment.
- Consult key stakeholders to establish that change is required and/or imminent and the nature of the change.
- Conduct benchmarking with other similar organisations, functions, best practice standards to confirm the need for change.
- Consult specialists and experts as required to assist in the identification of major change requirements or opportunities.
- Identify and address the need for management support, expertise and advice to maximise the advantages of change management strategies.
- Determine the likely impact of change
- Analyse the proposed change in relation to organisational structure and function, and strategic objectives.
- Identify the individuals, groups and others likely to be affected by change and their expectations and concerns.
- Identify and explain the eventual impact of the proposed change on employees and employee relations in line with individuals’ specific needs and their differing responses to change.
- Discuss options and specific proposals for change and the consequences with staff and invite feedback to ensure that people are involved in the decisions that affect them.
- Identify and plan for potential risks associated with change.
- Communicate the requirements and planned outcomes for change.
- Develop a change management strategy
- Prepare change management strategy and related communication strategies with key stakeholders.
- Structure the strategy to address the transition from present to future arrangements and identify tactics for dealing with ambiguity in roles, functions, organisational priorities or structures.
- Discuss future trends and organisational needs and consider them in the process of developing strategies for dealing with change.
- Design change management activities to comply with the framework provided by relevant legislation and organisational policy.
- Devise time schedules, performance standards and interim checkpoints for change management strategies.
- Obtain approval to implement the chosen change management strategy from senior management.
- Foster commitment to workplace change
- Use a range of strategies to foster a positive attitude to change, especially from the individuals on whom the organisational change will have the most effect.
- Provide advice to key stakeholders on strategies for effective change management and show sensitivity to people’s individual responses to change.
- Seek and use resources required to implement change within the business.
- Use leadership and communication strategies to assist others to deal with ambiguity and adapt to change.
- Implement a change management strategy
- Alter and implement policies, practices and procedures as required to support the change management strategy.
- Identify and address barriers to change in accordance with the organisation’s risk management plan.
- Identify, review and renegotiate priorities with key stakeholders in light of changing circumstances.
- Activate strategies for embedding the change in accordance with the change management strategy.
- Develop a process and performance indicators to monitor the impact of change.
- Implement adjustments to the change management strategy as a result of performance monitoring, to ensure sustained positive outcomes.