The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!
From the Wiki University
What evidence can you provide to prove your understanding of each of the following citeria?
Influence organisational culture
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Undertake a strategic review of organisational culture to establish existing attitudes to change and identify key issues for action Completed |
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Identify, support and actively promote the strategic advantages of ongoing change for individuals, groups and the organisation to foster commitment to workplace change Completed |
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Embed the acceptance of new ideas and management methods and challenges to existing practices and structures in managerial practice and decision making Completed |
Evidence:
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Embed change management activities and related performance indicators for managers in organisational strategies, policies and plans as an ongoing requirement Completed |
Evidence:
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1.5 Recruit, develop and deploy staff with a range of attributes that are reflective of a diverse workforce to maximise the organisation's strategic advantage in dealing with change Completed |
Evidence:
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Embed learning and development opportunities for managing change in induction and professional development Completed |
Evidence:
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Anticipate change
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Identify the likelihood of significant change for the organisation through strategic networking and ongoing consideration of factors impacting upon the community, the industry, the organisation or within the external environment Completed |
Evidence:
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Consult key stakeholders in identifying external drivers for change, and analyse likely change in relation to its potential effect on organisational purpose, functions, structure, strategic objectives and the people in the organisation Completed |
Evidence:
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Undertake early planning with managers, human resource personnel and staff to ensure maximum lead time and support for those likely to be affected by change, and to allow thoughtful, proactive responses to be generated Completed |
Evidence:
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Anticipate and plan for resourcing challenges of both implementing and sustaining change in accordance with organisational policies, procedures guidelines and legislative requirements Completed |
Evidence:
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Provide strategic leadership in change management
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Formulate strategic priorities in consultation with key stakeholders in the organisation and the community, and set out a vision for the future that provides challenging but realistic objectives to address change and maximise outcomes Completed |
Evidence:
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Research and use current best practice information on change management to ensure change is managed effectively for sustained positive outcomes Completed |
Evidence:
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Use leadership strategies to assist others to deal with ambiguity and to be creative and innovative in their approaches to dealing with change Completed |
Evidence:
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Design strategies to address the transition from present to future arrangements and provide guidance for dealing with ambiguity in roles, functions, organisational priorities or structures Completed |
Evidence:
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Monitor organisational culture, business outcomes and client feedback and identify and celebrate positive achievements in accordance with organisational policy Completed |
Evidence:
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