Elements and Performance Criteria
- Analyse change requirements.
- Review the organisation’s strategic and business plans to identify organisational directions that will require change to work practices.
- Assess options to drive required changes in line with delegated authority and standard organisational policies and procedures.
- Identify and analyse potential risks associated with implementing the change.
- Identify and prioritise changes for further action.
- Introduce change.
- Evaluate the organisational culture and identify barriers to change.
- Develop strategies to overcome barriers to change and promote a culture of innovation.
- Plan for the implementation of the change, ensuring risks are mitigated and processes and timelines are achievable.
- Negotiate and secure access to the resources required to introduce the change.
- Communicate the purpose and benefits of the change to staff.
- Provide clear instructions to staff regarding their work responsibilities and roles to facilitate a smooth implementation.
- Foster commitment to change.
- Provide and promote opportunities for staff input to the change implementation and seek feedback to refine processes.
- Share and discuss models and methods for innovation and changed work practices with staff.
- Provide clear and actionable feedback to staff on the progress they are making in implementing change.
- Mentor and coach staff to build and reinforce the skills, knowledge and attitude required for successful implementation of change.
- Reward and recognise positive contributions made by staff to the implementation of change.
- Evaluate outcomes of change.
- Report outcomes to staff of the changes and benefits achieved.
- Promote opportunities for staff to reflect on the change and identify opportunities for further improvements and change.
- Seek staff input to the development of recommendations for future organisational change and improvement in line with organisational policies and procedures.