Definition of the Competency

Change management is the process of handling changes arising both because of intentional as well as unintentional circumstances which in turn could be a result of changes in either people, or process or technology by conceptualising, designing and implementing such interventions which will help the organization prepare and respond to the affects arising out of the said changes.

Explanation of the Competency

This competency is demonstrated in the ability to :

• Learn and unlearn
• Adapt to changes with least resistance
• Articulate change needs and methods
• Build team and rally them around the needs for change
• Anticipating and visualizing changes

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Stages of Competency

Stage: Helping & Learning

• Understand the basic environment in which one operates, in terms of people, technology and process

• Seek and learn about the changes taking place, both in general and specific to either the organization or function

• Develop an understanding on how to meet the changes by being a part of the team involved in any major intervention that the organization takes up

Stage: Contributing Independently

• Taking up individually any such activity or set of activities, to manage the change in the dept/function in which one operates, resulting because of any major change in process or technology

• Demonstrate through his/her actions, the ability to handle changes taking place, by acquiring and enhancing those/that skills/techniques knowledge which will help him/her.

Stage: Leading & Coaching

• Design appropriate interventions, which help absorb ‘the shocks of change’ in a least resistance manner

• Can build small teams, which will champion the change management process

• Helping others either by being a leader or a facilitator to manage/implement major changes and interventions arising out of those changes

• Anticipate and accordingly draw up the necessary plans for major changes, which the organization may have to ‘face-up’ in the not so distant future

Stage: Integrating and Path Finding

• Create a change ready organization, which can anticipate, and adapt to various changes in a short period of time with least/minimal resistance

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Developments-in-place

• Understands and develops tools and techniques or skills for handling of any situational changes resulting from the introduction of new process/ technology
• Preparing an execution plan for a major intervention
• Developing/drawing up need list for any major interventions
• Drawing up the necessary blue print for a change management process including technology requirements, people development plan, and communication process (target audience, mode and methodology)
• Taking up a leadership role in a team-based change handling process for a major intervention such as introduction of enterprise resource planning (ERP)

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