Apply and document change control procedures in regular work processes based on endorsed changes

Provide suggestions for tweaks to business processes and/or operations to support changes and transitions effectively

Identify impact of change on employees and stakeholders

Develop communication materials to prepare affected employees and stakeholders for change

Identify associated costs and resources required to facilitate change implementation

Document change impact on workplace performance and processes against key performance benchmarks and//or success indicators

Identify opportunities for change within own scope of work to improve work processes

Support implementation of change when required

Drive execution of change control procedures based on implementation plans for endorsed change requests

Identify business activities and/or processes required to integrate and roll out new changes in the business environment

Analyse resources and cost-impact of proposed changes, and highlight where people, resources or finances need to be redirected if required

Deliver communications to engage and seek buy- ins of employees affected by the change

Deliver training to equip affected employees with skills to manage change

Identify potential pitfalls, obstacles or challenges to smooth adoption and implementation of change

Assess change performance against new key performance benchmarks and implement follow-up actions where required

Present project performance outcomes to relevant stakeholders in accordance with organisational procedures

Plan change control procedures across the organisation

Develop business readiness plans, considering the resources, elements, capabilities and activities required for effective transitions

Determine readiness level of business users for upcoming changes and identify readiness gaps for the organisation

Plan a series of engagement activities to secure stakeholders’ commitment to the success of change implementation before introducing the changes

Drive stakeholder education and/or training initiatives to build internal capability and change readiness

Direct internal resources to facilitate movement towards the desired end state of the change

Maintain oversight of change performance against set goals and benchmarks during post- implementation phase

Review organisational systems, processes and policies to identify areas for improvement for change management programmes and initiatives

Establish the organisation’s change management strategies and policies with reference to appropriate frameworks, industry best practices and business requirements

Determine key performance benchmarks and change success indicators

Maintain business perspective on how change initiatives are integrated into the business, considering potential impact on business, considering potential impact on business cycles, stakeholders and operations

Design strategic implementation plans, covering all business activities, key personnel and resources required to prepare the organisation for change

Outline key stakeholder engagement messages to be communicated throughout the change process to generate shared commitment and ownership of the change

Approve, allocate and set limits for finance usage to support transformations

Ensure the required internal and external resources are acquired, in place, and of sufficient quantity and quality to facilitate the changes effectively

Guide development of change management strategies in accordance with organisational culture, taking into consideration interests of relevant stakeholders

Build an environment ready for change management programmes