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