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Evidence Guide: BSBLDR805 - Lead and influence change

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

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

 

BSBLDR805 - Lead and influence change

What evidence can you provide to prove your understanding of each of the following citeria?

Influence organisational culture

  1. Undertake a strategic review of organisational culture to establish existing attitudes to change and identify key issues for action
  2. Identify, support and actively promote the strategic advantages of ongoing change for individuals, groups and the organisation to foster commitment to workplace change
  3. Embed the acceptance of new ideas and management methods and challenges to existing practices and structures in managerial practice and decision making
  4. Embed change management activities and related performance indicators for managers in organisational strategies, policies and plans as an ongoing requirement
  5. 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
  6. Embed learning and development opportunities for managing change in induction and professional development
Undertake a strategic review of organisational culture to establish existing attitudes to change and identify key issues for action

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Identify, support and actively promote the strategic advantages of ongoing change for individuals, groups and the organisation to foster commitment to workplace change

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Embed the acceptance of new ideas and management methods and challenges to existing practices and structures in managerial practice and decision making

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Embed change management activities and related performance indicators for managers in organisational strategies, policies and plans as an ongoing requirement

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Embed learning and development opportunities for managing change in induction and professional development

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Anticipate change

  1. 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
  2. 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
  3. 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
  4. Anticipate and plan for resourcing challenges of both implementing and sustaining change in accordance with organisational policies, procedures guidelines and legislative requirements
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
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Anticipate and plan for resourcing challenges of both implementing and sustaining change in accordance with organisational policies, procedures guidelines and legislative requirements

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Provide strategic leadership in change management

  1. 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
  2. Research and use current best practice information on change management to ensure change is managed effectively for sustained positive outcomes
  3. Use leadership strategies to assist others to deal with ambiguity and to be creative and innovative in their approaches to dealing with change
  4. 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
  5. Monitor organisational culture, business outcomes and client feedback and identify and celebrate positive achievements in accordance with organisational policy
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
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Research and use current best practice information on change management to ensure change is managed effectively for sustained positive outcomes

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Use leadership strategies to assist others to deal with ambiguity and to be creative and innovative in their approaches to dealing with change

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

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
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Monitor organisational culture, business outcomes and client feedback and identify and celebrate positive achievements in accordance with organisational policy

Completed
Date:

Teacher:		 Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Influence organisational culture

1.1 Undertake a strategic review of organisational culture to establish existing attitudes to change and identify key issues for action

1.2 Identify, support and actively promote the strategic advantages of ongoing change for individuals, groups and the organisation to foster commitment to workplace change

1.3 Embed the acceptance of new ideas and management methods and challenges to existing practices and structures in managerial practice and decision making

1.4 Embed change management activities and related performance indicators for managers in organisational strategies, policies and plans as an ongoing requirement

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

1.6 Embed learning and development opportunities for managing change in induction and professional development

2. Anticipate change

2.1 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

2.2 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

2.3 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

2.4 Anticipate and plan for resourcing challenges of both implementing and sustaining change in accordance with organisational policies, procedures guidelines and legislative requirements

3. Provide strategic leadership in change management

3.1 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

3.2 Research and use current best practice information on change management to ensure change is managed effectively for sustained positive outcomes

3.3 Use leadership strategies to assist others to deal with ambiguity and to be creative and innovative in their approaches to dealing with change

3.4 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

3.5 Monitor organisational culture, business outcomes and client feedback and identify and celebrate positive achievements in accordance with organisational policy

Required Skills and Knowledge

ELEMENT

PERFORMANCE CRITERIA

Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1. Influence organisational culture

1.1 Undertake a strategic review of organisational culture to establish existing attitudes to change and identify key issues for action

1.2 Identify, support and actively promote the strategic advantages of ongoing change for individuals, groups and the organisation to foster commitment to workplace change

1.3 Embed the acceptance of new ideas and management methods and challenges to existing practices and structures in managerial practice and decision making

1.4 Embed change management activities and related performance indicators for managers in organisational strategies, policies and plans as an ongoing requirement

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

1.6 Embed learning and development opportunities for managing change in induction and professional development

2. Anticipate change

2.1 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

2.2 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

2.3 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

2.4 Anticipate and plan for resourcing challenges of both implementing and sustaining change in accordance with organisational policies, procedures guidelines and legislative requirements

3. Provide strategic leadership in change management

3.1 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

3.2 Research and use current best practice information on change management to ensure change is managed effectively for sustained positive outcomes

3.3 Use leadership strategies to assist others to deal with ambiguity and to be creative and innovative in their approaches to dealing with change

3.4 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

3.5 Monitor organisational culture, business outcomes and client feedback and identify and celebrate positive achievements in accordance with organisational policy