Organisational change enablement [prototype] OCEN

(new)

Facilitates cultural and behavioural change by enabling individuals and teams to embed new ways of working and adapt to changes.

SFIA 9 is in development

SFIA 9 beta due in early July 2024
SFIA 9 planned for publication October 2024

This is a prototype for SFIA 9. It is subject to change before publication.

Guidance notes

(new)

Activities may include, but are not limited to:

facilitating engagement sessions with leaders and managers to secure commitment to change initiatives
defining and delivering comprehensive communication plans to keep stakeholders informed and engaged
supporting individuals and teams in adopting and adapting to changes
providing resources and support to help employees plan for and develop the necessary skills, knowledge, and behaviours for change
implementing organisational change management practices to support iterative/agile working
addressing and resolving issues during the implementation of change initiatives to ensure minimal disruption
creating and managing networks of change agents to support and drive change
advising leaders on monitoring and supporting behavioural change and addressing challenges
establishing feedback processes to analyse the impact and effectiveness of change initiatives.

Understanding the responsibility levels of this skill

Where lower levels are not defined...

Specific tasks and responsibilities are not defined because the skill requires a higher level of autonomy, influence, and complexity in decision-making than is typically expected at these levels. You can use the essence statements to understand the generic responsibilities associated with these levels.

Where higher levels are not defined...

Responsibilities and accountabilities are not defined because these higher levels involve strategic leadership and broader organisational influence that goes beyond the scope of this specific skill. See the essence statements.

Developing skills and demonstrating responsibilities related to this skill

The defined levels show the incremental progression in skills and reponsibilities.

Where lower levels are not defined...

You can develop your knowledge and support others who do have responsibility in this area by:

Learning key concepts and principles related to this skill and its impact on your role
Performing related skills (see the related SFIA skills)
Supporting others with tasks (generic examples are provided by the essence statements for each level)

Where higher levels are not defined...

You can progress by developing related skills which are better suited to higher levels of organisational leadership.

Levels

Defined at these levels:

Click to learn why SFIA skills are not defined at all 7 levels.

Show/hide extra descriptions and levels.

Level 1

Level 1 - Follow: Essence of the level: Performs routine tasks under close supervision, follows instructions, and requires guidance to complete their work. Learns and applies basic skills and knowledge.

Level 2

Level 2 - Assist: Essence of the level: Provides assistance to others, works under routine supervision, and uses their discretion to address routine problems. Actively learns through training and on-the-job experiences.

Level 3

Level 3 - Apply: Essence of the level: Performs varied tasks, sometimes complex and non-routine, using standard methods and procedures. Works under general direction, exercises discretion, and manages own work within deadlines. Proactively enhances skills and impact in the workplace.

Organisational change enablement [prototype]: Level 4

Level 4 - Enable: Essence of the level: Performs diverse complex activities, supports and supervises others, works autonomously under general direction, and contributes expertise to deliver team objectives.

(new)

Supports teams in adopting new ways of working and provides ongoing resources.

Encourages a safe environment for exploring challenges in adopting new practices. Guides teams to adapt new practices within agreed parameters.

Assists with facilitating engagement sessions with leaders and managers to secure commitment to change initiatives.

Addresses issues that arise during implementation, ensuring minimal disruption.

Organisational change enablement [prototype]: Level 5

Level 5 - Ensure, advise: Essence of the level: Provides authoritative guidance in their field and works under broad direction. Accountable for achieving workgroup objectives and managing work from analysis to execution and evaluation

(new)

Develops and implements cultural change plans across teams.

Coordinates cross-functional teams to ensure cohesive implementation of change initiatives.

Communicates how change initiatives align with business goals and long-term success. Supports leaders and employees in exploring challenges associated with adopting new ways of working.

Enables employees to plan for and develop the necessary skills, knowledge, and behaviours for change.

Organisational change enablement [prototype]: Level 6

Level 6 - Initiate, influence: Essence of the level: Has significant organisational influence, makes high-level decisions, shapes policies, demonstrates leadership, fosters organizational collaboration, and accepts accountability in key areas.

(new)

Champions the value of new ways of working to address organisational opportunities and threats.

Aligns change initiatives with the business strategy and long-term goals. Influences and engages with senior executives to gain their support for change initiatives.

Guides the development of strategies and roadmaps to drive organisational change. Reviews progress, addresses issues, and makes strategic decisions on change initiatives.

Ensures long-term sustainability and realisation of change benefits. Provides guidance to change leaders to demonstrate effective behaviours for organisational change.

Level 7

Level 7 - Set strategy, inspire, mobilise: Essence of the level: Operates at the highest organisational level, determines overall organisational vision and strategy, and assumes accountability for overall success

New skill