The six-step process for developing the new employee skills and behaviours is outlined in figure below. The change management team should work with the human resources department (HRD) and the organisation’s training department throughout this process. The objective is to facilitate the creation of corporate training that delivers the change objectives by providing the employees with the skills and behaviours to deliver the new way of working. A training needs analysis (TNA) can be used in this process. A TNA typically identifies gaps at the organisational level, the group level and the individual level.
“A key enabler to employees adopting the new way of working, is to provide the opportunity for them to develop the new skills supported by coaching”
The six process steps for developing the new skills are listed below in the (a2BDNS) Model:
1. Define: Define the new skills and behavioural training objectives and align them with the change programme.
2. Identify: Identify the new skills and behaviour objectives.
3. Evaluate: Evaluate the existing skills and behaviour traits for the impacted employees using structured analysis to establish gaps.
4. Assess: Assess available courses or design new courses to close gaps in skill levels and behaviours.
5. Deliver and Coach: Deliver the skills training programme to close the identified gaps and follow up with coaching.
6. Appraise: Appraise the new skills to establish the effectiveness of the training and coaching that prepares the employees to operate at the future state ‘B’.
"While adopting change it is important to learn the new skills, but sometimes the new behaviours are critical"
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Blog Source: https://www.peterfgallagher.com/single-post/change-implementation-developing-the-new-skills
By Peter F Gallagher
Keywords: Leadership, Change Management, Business Strategy