Building Organisational Change Capability

Building Organisational Change Capability

Organisations don’t change, their people do. To effectively lead and manage change, you must possess some degree of change capability.

Organisations with a high level of change capability are agile. This means that a reasonable portion of the workforce is skilled at implementing, managing, and responding to change, with strong capacity to react positively to change, remain agile and sustain competitive advantage.

Change capability should not simply sit with Change Managers; all employees from frontline staff to the CEO should possess an appropriate level of change capability for organisations to successfully implement change.

Organisational Change CapabilityWhat does change capability look like?

Change capability in organisations will typically include:

  • - Having a framework in place to guide the implementation of change (e.g., TMS Consulting’s Change Management Framework, iADAPTE)
  • - Change management as a central aspect of competence within the workforce (e.g., integrated into a leadership capability framework)
  • - Programs focusing on change management, and integration of change management into learning and development programs
  • - Support tools and resources enabling staff to successfully implement change
  • - Integration of change capability into organisational culture and values (e.g, the value of ‘continuous improvement’)


Developing Change CapabilityHow can you build organisational change capability?

Organisational change capability can be developed a number of ways to suit the environment and practices of your organisation. These strategies should be tailored to your organisation’s needs and the different staff levels within your organisation. For example, executive directors will need to grasp a different level of content than line managers.

Workshops and training sessions: face to face workshops provide participants with opportunities to engage in discussion, share experiences and engage with experts on the subject of change management.

E-Learning: e-learning should supplement face-to-face sessions and are a useful way to reach large, geographically dispersed workforces.

Toolkits: toolkits are an effective way to allow leaders to develop their own capability, and that of others. Toolkits include guides and tip sheets, change implementation resources, and presentation templates to assist leaders to run short sessions with their teams.

Tip Sheets: these are easily digestible short snippets of information that can be accessed online and in paper form by all employees. The tip sheets should cover a range of topics such as responding to change, understanding emotional responses to change, stress and resilience, and so forth.

Coaching and mentoring: Coaching and/or mentoring from a manager or peer who has experienced a lot of change may be beneficial for leaders lacking confidence, experience or knowledge in change management.

So don’t be afraid of the phrase ‘change capability’. By simply incorporating change management practices and education into existing company processes, you can improve your organisation’s change capability.

For more information and support around developing the change capability in your organisation, please contact us on 07 3003 1473 (Australia) or email

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