ChangeMethod
Strong Individual Performance
Best Practice Area 04

Strong Individual Performance: Unlocking Potential.

Cultivate talent, skills and performance for future readiness.

The Key Question
"What incentives, skills and processes need to be in place for people to perform appropriately and effectively in the future state organization?"
Best Practice 04

Successful change typically involves changing the way people work, allowing for individual employees to adopt and 'own' the new process, technology and ways of working required to bring about the organizational change.

Training and knowledge management ensures that all workforces impacted by the change have the requisite knowledge, skills and abilities required to deliver the change. Significant change may require training to support the behavioral or product elements of the change.

In addition, for the program to deliver upon its objectives, it is essential that a consistent performance management process is in place that provides easily understood standards of performance and behavior to be achieved by the employees affected by the change.

01

Knowledge and Skill Assessment

Purpose
  • Determine whether employees impacted by the change have requisite knowledge and skill to meet new ways of working
  • Key input into performance management, talent management and training activity
Step 1

Define future skills requirement

Step 2

Design and deliver current skills assessment

Step 3

Conduct skills gap analysis

Step 4

Prepare skills development plan

Benefits
  • Identify competency strengths that can be exploited to support change
  • Directs attention and resource to performance management, talent management and training interventions most likely to be effective and deliver change benefits
Risks If Ignored
  • No clear picture of knowledge and skill gap resulting in implementation of ineffective change interventions
Templates
Future Skills Requirement Current Skills Assessment Skills Gap Analysis Skills Development Plan
Tools
Competency Management Techniques Competency Rating Scales Sample Skills Survey
02

Effective Performance Management

Purpose
  • Determine how the change program impacts the definition, measurement, motivation, and management of employees’ performance
  • Ensure rewards program supports overall strategic objectives
Step 1

Define future performance objectives

Step 2

Review current performance framework

Step 3

Align performance framework with new objectives

Step 4

Align job and team descriptions with new framework

Benefits
  • Clear alignment of employee objectives with strategic direction of change
  • Ensures support provided for people who need to develop knowledge, skill and competency in their new roles
Risks If Ignored
  • Commitment to change remains low
  • Difficult to achieve behavior change and realize program benefits
Templates
Performance Management Map Performance Management Framework
Tools
Incentive Configurations
03

Effective Talent Management

Purpose
  • Find and develop talent for key roles
  • Retain high performers and ensure succession planning
Step 1

Determine future talent requirements

Step 2

Review current talent pool

Step 3

Develop and deliver talent management plan

Step 4

Retain top talent and ensure succession planning

Benefits
  • Ensure right resources with right skills assigned to roles critical to drive change
  • Realize benefits made from human capital investments
Risks If Ignored
  • Change effort unable to move from acceptance and commitment to behavior change
  • Overall change program success at risk
Templates
Key Roles Inventory Talent Management Plan Workforce Transition Plan
Tools
Talent Performance Matrix
04

Effective Training and Knowledge Management

Purpose
  • Develop training and knowledge management strategies to effectively enable the operational change
  • Build a rigorous training plan, develop or source training materials and deploy training solution
Step 1

Conduct training & knowledge needs analysis

Step 2

Develop training & knowledge strategy

Step 3

Design and develop training & knowledge solution

Step 4

Deploy solution and evaluate effectiveness

Benefits
  • Faster time to competency: employees more quickly able to perform in new jobs, use new systems etc.
  • Realize benefits made from human capital investments
Risks If Ignored
  • Slower speed to competency, higher costs
  • Drop in service or productivity for business as usual
Templates
Training & Knowledge Needs Analysis Training & Knowledge Strategy Training & Knowledge Plan
Tools
Training & Knowledge Evaluation

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