Course Content
Develop a change management strategy
This topic revolves around developing a change management strategy within an organization. It begins with the identification of significant operational change needs, considering organisational goals, performance gaps, and factors like business opportunities or threats, along with management decisions. The subsequent step involves evaluating the risks and opportunities associated with these change requirements. Lastly, it emphasises the importance of consulting with stakeholders, specialists, and experts to validate the change management opportunities and processes, ensuring alignment with the organisation's goals and objectives.
Implement a change management strategy
In the context of change management strategy implementation, this topic focuses on three key actions. First, it involves the allocation of necessary resources to the project and establishing clear reporting protocols with relevant stakeholders. Second, it emphasizes the development of a communication or education plan, which is created in collaboration with the appropriate personnel to ensure effective information dissemination. Finally, it encompasses the organisation and oversight of activities required for the successful execution of the communication or education plans, ensuring that the intended messages and changes are effectively delivered and understood by the target audience
Evaluate a change management strategy
This topic pertains to the evaluation phase. It begins with an assessment of how well the communication or education plan has performed in achieving its objectives. It then involves the identification and addressing of any obstacles or barriers that may have emerged during the change process, aligning with risk management plans and organizational goals. Lastly, it underscores the importance of making necessary modifications to the communication or education plan to ensure that it remains in sync with the evolving objectives of the change program, ultimately enhancing its effectiveness.
BSBLDR601 Lead and manage organisational change
About Lesson

A successful change management strategy is crucial for organisations facing transformation. It begins with identifying the need for change and then formulating a comprehensive plan. Resources must be allocated efficiently, and a cost-benefit analysis should evaluate proposed changes.

Strong governance and reporting structures are essential for monitoring change. Key roles include a steering committee, change sponsor, and change agent. This strategy ensures that changes align with organisational objectives, fostering growth and improvement.

Further reading on governance roles

As we mention in the video, strong governance and reporting structures are crucial for ensuring smooth implementation and successful outcomes. Here’s a more detailed breakdown of three key roles that play a vital part in this process:

  1. Steering Committee: Think of them as the “guiding light.” This high-level group, often composed of senior executives, provides strategic direction and oversight for the entire change initiative. Their responsibilities include:

    • Setting the Vision and Goals: They define the overall vision for the change and establish clear goals and objectives.
    • Allocating Resources: They ensure the change initiative has the necessary funding, personnel, and technology to succeed.
    • Risk Management: They identify potential risks associated with the change and develop mitigation strategies.
    • Approving Major Decisions: They oversee key decisions throughout the change process and provide guidance at critical junctures.
    • Communication and Advocacy: They champion the change initiative throughout the organisation, communicating its importance to all stakeholders.
  2. Change Sponsor: This individual acts as a powerful advocate for the change and plays a crucial role in driving its success. Typically this is a senior leader with significant influence within the organisation. Their key responsibilities involve:

    • Building Buy-In: They actively promote the change, securing buy-in from stakeholders across all levels of the organisation.
    • Removing Roadblocks: They identify and address any obstacles or challenges that might hinder the change process.
    • Championing Resources: They advocate for the allocation of resources needed to implement the change effectively.
    • Motivating Teams: They inspire and motivate employees to embrace the change and actively participate in the process.
    • Communicating Progress: They communicate the progress of the change initiative to stakeholders and celebrate key milestones.
  3. Change Agent: These individuals are the “boots on the ground” responsible for planning, implementing, and managing the day-to-day activities of the change initiative. They work closely with employees at all levels to ensure a smooth transition. Their key tasks include:

    • Developing the Change Plan: They design a detailed plan outlining the steps, timelines, and resources needed to implement the change.
    • Communication and Training: They develop clear communication strategies to keep employees informed and conduct training programs to equip them with the necessary skills for the new way of working.
    • Managing Resistance: They anticipate and address resistance to change, providing support and guidance to employees who may be struggling to adapt.
    • Monitoring and Evaluation: They track the progress of the change initiative, measuring results against established goals and making adjustments as needed.
    • Celebrating Success: They recognise and celebrate successes along the way, building momentum and morale amongst employees.


By working together effectively, these three roles create a robust governance structure for managing organisational change. The Steering Committee provides strategic direction, the Change Sponsor champions and advocates for the change at a high level, and the Change Agent ensures the plan is translated into action on the ground. This collaborative approach increases the likelihood of achieving the desired outcomes and navigating the change process with minimal disruption.