Change Team Skills & Knowledge

The Importance of Having The Right People.  The Change Management Team is responsible for successfully implementing change. They enable impacted employees to comprehend the shift, commit to it, and operate efficiently during and after the transition.  The Change Manager plays the largest part in the transformation, taking charge of the operation and managing not only their team, but also the company's team too. They are assisted by many roles, as we know change is best facilitated by a solid team. Below is the X4MIS job descriptions for these roles, use them as a learning tool or even a guideline if you are looking to become a Change Management hero in the near future.
 

Change Manager

About the Role:

By recognising the business needs, opportunities, and consequences and working collaboratively with the company, you will be responsible for planning, designing, and implementing Change Initiatives to create an open and connected culture. This position will oversee Change Activities and seek feedback and participation from the company to support Change Management initiatives such as training, stakeholder engagement, and Change Impact Statements.
 

Skills: 

Experience leading teams and diverse groups of stakeholders. Demonstrated capacity to perceive the "big picture" and grasp the strategic context of organisational transformation. Proven credibility to engage effectively with senior leaders and stakeholders. Good interpersonal and communication skills and the capacity to communicate ideas, information, and recommendations to various audiences. A thorough understanding of Change Management Methodologies such as X4MIS and other toolkits.

 Knowledge Competencies: 

• By promoting employee acceptance and utilisation, a Change Manager will play a significant role in ensuring projects fulfil their objectives on time and within budget.
• This individual will be responsible for the people side of change, such as changes to business processes, systems, technology, job roles and organisational structures.
• The main task will be to develop and implement Change Management strategies and programmes that optimise employee acceptance and utilisation while reducing opposition.
• The change manager's goal is to drive fast adoption and be able to relate those changes directly to the impacted employees.

Change Analyst

About the Role:

A Change Analyst uses technical knowledge and skills to comprehend technical challenges surrounding a project and how a proposed change would affect the business. As a Change Analyst, you utilise the insights gathered through analysis to assist users in adopting a new system and ensuring the process runs smoothly. Accepting change requests, training new team members, generating comprehensive procedural reports, assessing requests, and recognising business needs are all part of your role. Because you generally work alone, a Change Manager should be assertive and capable of multitasking. Excellent communication and interpersonal skills are also required for this position.

Skills:

Understanding of Change Management Procedures. Workshop and focus group facilitation experience. Excellent communication abilities and the capability to handle relationships with a wide range of audiences. Being able to work under pressure and meet deadlines while juggling numerous duties. Ability to work cooperatively in a team and alone. Manage participant expectations, questions, and challenges. Evidence of core talent and development approach design, delivery, implementation, and assessment. It is preferable to have demonstrable experience delivering within Human Resource roles.

Knowledge Competencies:

• Engage with stakeholders to keep them informed and to secure their buy-in to the Change Process.
• Determine a Change Management strategy that will promote system acceptability and adoption.
• Regular communication with the project team and senior stakeholders is essential - via project meetings and weekly reports.
• Identify, establish, and track the project's training requirements.
• Preparing impacted business areas for the transition to new working methods.

Transformation Manager

About the Role: 

A Business Transformation Manager must examine new and current processes, resources, and systems, as well as make and manage any necessary modifications to the company's infrastructure. Achieving organisational objectives is an ongoing process that may include organising focus groups, workshops, and mentoring employees. A Business Transformation Manager must bridge departmental gaps and maintain excellent communications. They should assist colleagues in better understanding the firm and clarifying the reasons for reorganisation or change.

Skills:

Natural problem-solver: comfortable with data and ambiguity; able to delve into the details and operational tactics, and engage meaningfully on the big picture or overall strategy. Proactive and passionate about results: independently capable of seeking information, solving conceptual problems, corralling resources and delivering results in challenging situations. Strong team leadership and project management skills and ability to mobilise teams towards a common goal. The ability to act with limited oversight daily, balancing multiple priorities. Excellent communication skills with the ability to dilute complex thoughts and strategies into simple, actionable recommendations. Experience working closely with senior executives to solve challenging business problems

Knowledge Competencies:

• Capable of navigating complicated circumstances with strategic, financial, political, operational, managerial, human, inter-sectorial, hierarchical, budgetary, capacity, relational, and temporal elements.
• Working together with senior leaders
• Capable of serving as an advisor, facilitator, and coach at all levels of the company. Capable of bringing individuals together who have opposing viewpoints
• A good communicator and a collaborator
• Strategic Change Management and transformation strategies
• Solution-oriented
• Benefits management is emphasised at all stages of the transformation: before, during and after.

Change Sponsor

About the Role:

This crucial duty is played by the Change Sponsor in any change. The sponsor is the change's visible champion, expressing the goal and direction to stakeholders and demonstrating that the change is being inhabited by those it is meant for. The Change Sponsor is critical to success as they motivate and encourage the change team to see the programme through to completion. The Change Sponsor acts as a leader to ensure that the programme stays on track and meets its objectives.

Skills: 

The ability of an organisation to justify a change with beneficiaries. The capacity to regularly emphasise the need for change with a clear understanding of what needs to change. Ability and desire to exhibit public support for the change to express strong organisational commitment. The knowledge and willingness to meet personally with key persons or groups to communicate strong personal support for the change is a private function. Most notable is the capacity to engage and commit people to change.

 The Knowledge Competencies of a Change Sponsor:

• Has the qualifications and reputation for being the program's leader.
• Is involved and aware of the organisation's goals and objectives.
• Has a broad understanding of the company, market, consumers, and competitors.
• Demonstrate the 'We are already there' beliefs and behaviours that support and align with the future vision.
• Is dedicated to change, new methods, and engaging and communicating with people.
• Establishes the Project's Budget and Resources:
• Establishes priorities between project work and day-to-day tasks and advocates for the optimal resources to be assigned to the Change Team.
• Has the necessary Change Management skills and expertise to assist with the programme.

Business Managers

About the Role:

Often, divisional and line managers have the responsibility and ownership to deliver new projects and Change Initiatives. We know that a Change Manager doesn't always create change; many businesses seek to enact change without the help of a change company or representative. Smaller businesses don't tend to have the funds to hire a company to help with the change. They simply attempt it themselves. Business managers who aren’t trained in change must also adopt a change-like attitude to let the process develop. Change is possible without experience, but you must be fully committed to looking inside and outside the business.

Skills:

Any business manager must have strong strategy skills and careful thought when making decisions. This is a quality seen in many Change Managers as they do the same job. They just have different experiences in their field. Besides this, the skills required are the same. They must have good interpersonal and communication skills and the capacity to communicate ideas, information, and recommendations to various audiences. They must take advantage of online management methodology toolkits like X4MIS to understand change and how to compose, manage and embed long-term change.

Knowledge Competencies:

• By promoting employee acceptance and utilisation, the business manager will play a significant role in ensuring projects fulfil their objectives on time and within budget.
• This individual will be responsible for the people side of change, such as changes to business processes, systems, technology, job roles and organisational structures.
• The main task will be to develop and implement Change Management strategies and programmes that optimise employee acceptance and utilisation while reducing opposition.
• The business manager's goal is to drive fast adoption and be able to relate those changes directly to the impacted employees.