Change Management competencies

“The Opposite of Resistance is Assistance”. Steven Fieldman

The first time I heard about Change Management at work, it was from one  of my colleagues saying that organizational change processes are similar to upgrading a plane while it’s still flying. Unfortunately, we cannot stop all that we’re doing, change and then resume our activities.

Frequently, organizations engage in a change process without any help or only with the support of a Project Manager, forgetting that when there are people involved, additional support needs to be provided. Although Project Managers could be aware of the resistance from the people involved, their skills are not necessarily the right ones to create the engagement needed to facilitate and sustain the change.

Change Management specialists have a different skill set than PMs, as CMs will evaluate organization readiness and work through the resistance to change, while PMs are more concerned about resources and following the plan, in order to deliver on time and budget.

From my experience,  these are the most important competencies that are needed:

Behavioral Competencies

  • Analysis, decision making, strategically savvy
  • Persuasion and influencing
  • Emotional intelligence to deal with pressure, setbacks, etc, (including self-awareness and and a genuine interest for understanding other people’s behavior)
  • Systems Thinking
  • Negotiation/persuasion
  • Communication
  • Patience and Optimism
  • Flexibility

Functional Competencies

  • Keen business sense
  • Project Management
  • Organizational change
  • Process facilitation
  • Group Dynamics

 

What do you think? Please, share it in the comments section.

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