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Skill-set for the Change Process

Change is constant. We know that change is the only constant for businesses,  organisations, teams, services, and individuals.


The question then is "What skills do I need to prepare for and to thrive during at change or transformation?

Skillset, that is a range of skills, ability and knowledge, is required for the change process.


Oxford dictionary defines skill-set as “a person’s range of skills or abilities”.


Skill is expertise, ability to do something well. For example to train a worker to do a particular task.


Ability is the possession of the means or skill to do something. In other words, ability is talent, skill or proficiency in a particular area.


Knowledge is fact, information and skills acquired through experience and education. It is awareness or familiarity gained by experience of a fact or situation.


Change, whether personal, professional or organisational, is a process; it is continuous, and will not stop.

In fact, change at times is a reflection of VUCA - volatility, uncertainty, complexity and ambiguity.

Change can be positive or negative.

At times the positive or negative nature of change is assessed through the perception and/or experience of the recipient of change. The level of the individual’s skill-set can influence this perception.

A current and relevant skillset is necessary for the change process.

Some skills will be irrelevant in the change process.

Imagine a worker with strong communications skills, interpersonal skills, negotiation skills, emotional intelligence, or technical skills.

Imagine another worker with very basic communication skills, or without negotiation skills, or without emotional intelligence, etc.

Skill-set for the change process

According to the 2010 CIPD’s learning and talent development survey, employers would like their employees to be more equipped with business acumen and commercial awareness, and management/leadership skills.

Employers identified the following skills gaps for employees joining from school and colleges to be customer service skills, communication and interpersonal skills, and work ethic.

A world-class employee, practitioner, manager, or director must continuously develop his or her skills to remain relevant in the competitive workplace and business environment of the 21st century.

John Wooden, a successful basketball coach with ten championships said, “If I am through [with] learning, I am through.”

The more information an employee, practitioner, manager, or director gains the more advantage he or she has over those with less information.

A list of 7 skill-set for the change project

Investing in a range of current and future skills is your buffer for in the change process.

Whilst some colleagues are panicking and unsure about the outcome of change, a person with current and required skill-set is confident and positive about the change outcome.

Up-skilling is a lifelong process that enables the individual’s progress and success throughout their career span.
Here is a list of 7 skill-set that you to help you develop current or future skill-set whether you are an employee, practitioner, manager, or director:

1. An understanding of the strategic

You need to appreciate and develop an understanding of the strategic – the big picture - future direction of your profession and industry with an idea of anticipated changes and skills need.

2. A clear career path

You need to have clear career pathway(s) integrated to specific career plan. Why? Change means you are most likely going to re-train or have more than one career

Skill-set for the change process

3. A list of identified skills and knowledge gap

You would need to develop a list of identified skills and knowledge gap borne out of self-assessment and where possible feedback including 360-degree feedback.

4. An up-to-date learning and development plan

You need to develop a current learning and development plan, which is a result of robust prioritisation. Your plan can span 3, 4, 5 or more years as you are assuring yourself for the future.

Skill-set for the change process

5. A commitment to invest in resources

You need to make a commitment to invest in resources – time, money, energy, mind, thinking, coaching, education and training, etc – that informs and aids your career plan, and your learning and development plan.

6. An evaluation routine

You need to develop a set routine to assess and evaluate your progress, make adjustments, and implement actions.

7. A time for celebration

You need a process to celebrate your achievements and successes, to self-congratulate, self-reflection, and identify further actions for your career plan., and learning and development plan.

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