Plan change in your work environment
Overview
This standard is about the planning change in your work environment. You engage employees and other stakeholders and assess the gap between current and future states. You identify obstacles to change and plan approaches to overcome them. The standard includes planning business continuity activities and communication strategies to keep stakeholders informed. You also identify change in roles and responsibilities and the training and support requirements of employees and colleagues. You communicate your change plans to explain how different stakeholders are affected and overcome difficulties during planning. You also monitor engagement with the change programme and recognise the contributions and cooperation of those involved. You evaluate the process to identify improvements to future organisational changes.
This standard is for all managers and leaders.
Performance criteria
You must be able to:
- engage employees and other stakeholders in planning changes
- outline the processes, systems, structures, roles or cultures that need to be changed with stakeholders
- assess the gap between the current state and the required future state
- identify obstacles to changes
- develop a plan to achieve the required changes agreed
- agree evaluation criteria to measure the success of change processes with stakeholders
- identify the roles and responsibilities of colleagues involved in or affected by the changes
- plan for the continuity of business activities during the period of changes
- evaluate the risks associated with plans and develop contingency arrangements
- identify how and when progress will be monitored against the plans
- develop communication strategies to keep colleagues and stakeholders informed about the progress
- present plans for change using appropriate tools to evaluate its impact
- ask employees and stakeholders to give feedback on changes
- ask employees and stakeholders to suggest innovations and improvements to products, services, processes, systems, structures, roles and cultures
- communicate the business case for changes, specifying both the benefits, costs and risks
- provide opportunities for employees and other stakeholders to discuss business cases for change, provide feedback, express any concerns and make suggestions
- plan changes, identifying roles and responsibilities
- evaluate how the changes will affect employees and other stakeholders
- mitigate for change and understand the differences between change and crisis management
- identify training or support that employees and stakeholders need and how and when these will be provided
- communicate with employees and other stakeholders about change processes, specifying how it affects them and any actions required of them
- discuss planning progress, overcoming difficulties and inviting suggestions for improvements
- monitor engagement with and responses to the change planning processes
- provide training, support and encouragement to colleagues
- recognise the contributions and cooperation of those involved and affected by the change
- evaluate employees experience of the change planning process and use the lessons learned to improve future change processes
- follow the legal, organisational, codes of practice and policies relevant to your role and the activities being carried out to plan organisational change
Knowledge and Understanding
You need to know and understand:
General knowledge and understanding
1. the main models and methods for managing organisational change, and their strengths and weaknesses, and how to select an approach that matches a defined organisational change
2. the theory of teams, including team-building techniques and how to apply them when engaging employees and stakeholders to plan and deliver organisational change
3. how to develop and gain consensus on criteria for evaluating the success of the change process with stakeholders
4. how to assess the risks and benefits associated with change strategies and plans
5. the importance of contingency planning and how to do so effectively
6. the obstacles to change, and the techniques that deal with these
7. the range of stakeholder expectations and how they influence the process
8. how to engage employees and other stakeholders in change processes
9. the principles and methods of effective communication and how to apply them
10. how to encourage people to provide feedback and respond appropriately to feedback
11. how to identify individual training needs and provide the support people need to cope with change
12. the monitoring and evaluation principles, methods, tools and techniques
13. how to evaluate people's experience of change and identify the lessons to be learned
Industry and sector specific knowledge and understanding
14. your organisation's current position in its sector and operating environment, compared with its main competitors, relevant to change programmes
15. the range of information sources that are relevant to the sector, and related sectors, in which your organisation operates
16. the current and emerging trends and developments in your sector
17. the legal, organisational, codes of practice and policies relevant to your role and the activities being carried out
Context specific knowledge and understanding
18. the individuals within your area of work, their roles, responsibilities, competences and potential
19. your organisation's culture, the vision for the future, reasons for change, consultation processes, the risks and expected benefits
20. the business-critical activities, interdependencies, factors that need to be changed, and the associated priorities and reasons
21. your organisation's communication channels, both formal and informal
22. the change management frameworks and methods used in your organisation
23. how to mitigate for change and the differences between change and crisis management
24. the business case for change in your organisation, including cost-benefit analysis techniques
25. the different obstacles to change within your organisation
26. your organisation's stakeholders, their interests and expectations
Scope/range
Scope Performance
Scope Knowledge
Values
Behaviours
Skills
- Analysing
- Assessing
- Communicating
- Consulting
- Contingency planning
- Decision-making
- Empathising
- Empowering
- Evaluating
- Influencing
- Information management
- Innovating
- Involving others
- Monitoring
- Negotiating
- Obtaining feedback
- Persuading
- Presenting information
- Planning
- Problem solving
- Reflecting
- Reporting
- Risk management
- Stress management
- Team building
- Thinking systematically
- Valuing and supporting others