As well as having the relevant qualifications for a role in change management, it is also important to have the following skills:
1. Personal resilience
It is often the case that line managers lose valued colleagues and team members and have to quickly learn how to work with less people and resources. It is important to provide support to colleagues, peers and senior managers during major change.
2. Trust building
The speed of change normally depends on the level of trust people have in their line managers. People tend to look to their line managers for information on how the change is going to affect them.
Building networks of trust with other line managers is essential to enable line managers to support themselves and to implement the details of change effectively. These networks can help bring problems to the surface earlier.
Change managers need coaching skills to deal with individuals who are struggling with change as people react in different ways.
5. Forcing clarity
When details of the change are decided, change managers need line managers who will help shape the change and wok out the implications of different ideas.
6. Managing others’ uncertainty
Many people are against change due to uncertainty. Change managers that inforce clarity help staff cope with change.
Organisation is key when it comes to creating a logical plan and following it through in detail.
8. Follow through
The best change managers only start initiatives they can see through to the end and they track change progress in the same robust way they track operational business performance.