Document all endorsed change management procedures in regular work processes

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

Identify impact of change to employees and stakeholders

Develop communication materials to prepare affected employees and stakeholders for change

Identify associated costs and resources required to facilitate basic changes

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

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

Support the implementation of change

Advocate change

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

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

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

Identify relevant stakeholders

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

Deliver learning programmes to equip affected employees to manage change and change impact

Identify potential pitfalls, obstacles or challenges to smoothen adoption and implementation of changes

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 organisation procedures

Assess organisation’s readiness for change

Plan change management procedures across the organisation

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

Plan engagement activities to secure stakeholder commitment to the success of change implementation before introducing the change

Drive stakeholder education and learning initiatives to build internal capability and change readiness

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

Evaluate success of change against set goals and benchmarks post- implementation

Assess implications of all organisational changes

Review organisational systems, processes and policies

Identify areas of improvement for appropriate 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 a business perspective on how change initiatives are integrated into the 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 processes to generate shared commitment and ownership of the change

Establish financial limits to support organisational change and transformation initiatives

Acquire internal and external resources to facilitate the change effectively

Direct the 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

Envisage change and gain buy-in with key stakeholders