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Change Management
Practitioner Competencies
change-management-institute.com
1.1
Skill Topic
Area Definition
1.1.1
Indicative behaviour
Change Readiness
Correctly assesses employees
readiness for the change and
builds the communication plan
and key messages
accordingly
2
2
3
3
4
4
5
5
6
6
7
Facilitating Change
Principles of Change
Business Focus
Change Readiness
Culture Awareness
Strategic Thinking
Vision
Assess Readiness
Strategic View
Sustainable Outcome
Thinking and
Judgement
The application of logic and
thinking processes to analyse
situations and problems so as to
design effective solutions.
The demonstration of the
capacity to reflect, analyse and
develop workable frameworks
and plans
Analytical Thinking
Holistic Perspective
Decision Making
Influencing Others
The effective exploration of
alternatives and positions so as
to reach outcomes that gain all
parties support and acceptance
Coaching for
Change
Adult Learning
Principles
Change Management
Organisational
Capability
Role Model
Champion New Skills
Project
Management1
Plan Development
Monitor and
Management of
Progress
Cost Management
Communication
Skills
Relationship Building
Empathy
Oral Communication
Written
Communication
Measures
Effectiveness of
Communication
Self Management
The assumption of full
accountability for own
performance in achieving
change management
outcomes
Facilitation
Meetings and
Workshops2
The effective guidance of a
group to appropriate and useful
outcomes, in a constructive and
timely manner
Design
Participatory
Environment
Structure
Professional
Development
A continual effort to gain more
knowledge, develop more
effective skills and promote
the profession of change
management
Process
Knowledge
Skills
Promotion of Change
Management
Specialist Expertise
Needs Identification
Training Plan
Solution Delivery
Evaluation
Communication
Needs Identification
Plan
Solution Design
and Development
Communications
Strategies
Solution Delivery
Evaluation
The Change Management Institute (CMI) is an independent, international, notfor-profit organisation set up to promote and develop the practice of change
management. The CMI was established in 2004 and is committed to meeting the
professional development needs of Change Managers through the provision of
networking, research, education and accreditation.
Change is an increasingly challenging reality for most organisations and the demand
for effective change management is increasing. The CMI assists organisations and
individuals to respond professionally and effectively to this demand.
The CMI runs regular workshops, events and networking opportunities. Change
Managers and those with an interest in seeing the profession develop and grow
are always welcome to attend.
For more information go to: www.change-management-institute.com
CMI would like to thank volunteer Fran Leys from CMI Australia for leading the
original development and review of this model.