Driving Change and Managing Transformation
Change in business and in life is a constant, and it creates issues and problems that impact the
ability to compete. HR professionals must have a deep and broad understanding of change as an
aspect of business and understand and be facile in the tools and technologies for managing
change successfully to help ensure improved business results. This means becoming a change
agent, capable of sensing, leading and managing people and organizations through anticipated
and unanticipated change.
Driving change and managing transformation involves skills in the following areas:
Change Theory
Understanding change as a concept and a constant and that it is a separate "state" in time that can and
must be managed to ensure individual and organizational success.
Change Tools
The tools, graphics or narrative descriptions explaining change and how it can be managed. Examples of
change tools include the Galbraith Model, the OP Model, the Beckhard and Harris Transition Model, and
various team development techniques. (See the OE web site for more details)
Success Measures
Translating means for managing change into defined metrics or initiatives with timing to evaluate progress
and success.
Change Process
The knowledge that there is a systemic approach to manage change made up of defined processes to
ensure success.
Values/PVP
The core beliefs which drive the organization's behavior, help provide a context for decisions, and
become attributes of its culture.
Relationships
The interaction and interdependencies in and between organizations and people which must be
understood in planning, organizing and effectively managing change.
Management of Conflict
Understanding that change is often resisted, causing pressure and conflict which impede progress and
impact results. Seeing conflict as a positive force and learning how to manage it iscritical to success.
Leadership Role
The leadership role is the critical catalyst for making the change successful. Developing and supporting
leaders in their work is a critical role for HR professionals.
Core Skills Assessment
Print this page and circle all areas below where you have demonstrated successful results in
using the core skills listed. You may circle items in different skill levels. The skills listed below are
stratified to help determine the actual level of experience a person has so plans can be developed
to gain more experience/proficiency.
Basic
Change in business and in life is a constant, and it creates issues and problems that impact the
ability to compete. HR professionals must have a deep and broad understanding of change as an
aspect of business and understand and be facile in the tools and technologies for managing
change successfully to help ensure improved business results. This means becoming a change
agent, capable of sensing, leading and managing people and organizations through anticipated
and unanticipated change.
Driving change and managing transformation involves skills in the following areas:
Change Theory
Understanding change as a concept and a constant and that it is a separate "state" in time that can and
must be managed to ensure individual and organizational success.
Change Tools
The tools, graphics or narrative descriptions explaining change and how it can be managed. Examples of
change tools include the Galbraith Model, the OP Model, the Beckhard and Harris Transition Model, and
various team development techniques. (See the OE web site for more details)
Success Measures
Translating means for managing change into defined metrics or initiatives with timing to evaluate progress
and success.
Change Process
The knowledge that there is a systemic approach to manage change made up of defined processes to
ensure success.
Values/PVP
The core beliefs which drive the organization's behavior, help provide a context for decisions, and
become attributes of its culture.
Relationships
The interaction and interdependencies in and between organizations and people which must be
understood in planning, organizing and effectively managing change.
Management of Conflict
Understanding that change is often resisted, causing pressure and conflict which impede progress and
impact results. Seeing conflict as a positive force and learning how to manage it iscritical to success.
Leadership Role
The leadership role is the critical catalyst for making the change successful. Developing and supporting
leaders in their work is a critical role for HR professionals.
Core Skills Assessment
Print this page and circle all areas below where you have demonstrated successful results in
using the core skills listed. You may circle items in different skill levels. The skills listed below are
stratified to help determine the actual level of experience a person has so plans can be developed
to gain more experience/proficiency.
Basic
