Plan and implement change

This standard is about planning and implementing change activities in ways that are proportionate, responsible and aligned with organisational priorities. You determine the information you need, gather and analyse evidence and develop plans that reflect the scale and impact of the change. You contribute to decisions about change within your delegated authority and implement agreed actions that support colleagues and organisational outcomes. You communicate clearly, promote inclusion and shared understanding and collaborate with colleagues throughout the process. You monitor progress, respond to challenges and adapt plans and actions when conditions change. You apply relevant leadership, management and change theories and models to strengthen planning, delivery and implementation. 

This standard applies to managers and leaders at all levels across all sectors.

1. Determine the information you need to plan and implement change activities to support organisational priorities and outcomes. 
2. Analyse information to evaluate the scale, impact and implications of the proposed change to support proportionate planning. 
3. Develop plans that reflect the scale, impact and intended outcomes of the change to support effective delivery. 
4. Evaluate risks and opportunities that may influence the planning and implementation of change to support informed decision-making. 
5. Communicate and adapt your communication and behaviour in ways that support inclusion, dignity and shared understanding when discussing and implementing change. 
6. Collaborate with colleagues to plan and implement change activities to support shared ownership and alignment. 
7. Contribute to decisions about the planning and implementation of change within your delegated authority to support organisational governance. 
8. Implement agreed actions that support the planned change in line with organisational procedures to maintain consistency and reliability. 
9. Provide information and guidance that supports colleagues to understand, engage with and carry out the change. 
10. Respond constructively to concerns raised by colleagues in line with organisational procedures to maintain trust and momentum. 
11. Monitor behaviours that may affect the planning and implementation of change and respond in line with organisational procedures to maintain a positive working environment. 
12. Monitor progress to evaluate operations, challenges, business goals, threats, opportunities and changes in conditions that may affect delivery. 
13. Adapt plans and actions in response to changing conditions and emerging challenges to maintain progress and alignment. 
14. Apply relevant leadership, management and change-implementation theories and models to strengthen how you plan and implement change. 
15. Reflect critically on your performance and behaviour to identify improvements in how you plan and implement change activities.

1. The meaning and purpose of proportionate and responsible change in your area of responsibility. 
2. The factors that influence the planning and implementation of change and how these affect organisational outcomes. 
3. How to determine and gather the information you need to plan and implement change from relevant sources. 
4. How to analyse information to evaluate the scale, impact and implications of change. 
5. How to evaluate risks and opportunities that may influence the planning and implementation of change. 
6. How to communicate in ways that support inclusion, dignity and shared understanding during change discussions. 
7. How to adapt your communication and behaviour to support colleagues’ participation in change activities. 
8. How to collaborate with colleagues to plan and implement change activities and support shared ownership. 
9. How to contribute to decisions about change within your delegated authority. 
10. How to implement actions that support proportionate and responsible change in line with organisational procedures. 
11. How to respond constructively to concerns raised by colleagues in line with organisational procedures. 
12. How to recognise behaviours that may affect the planning and implementation of change and how to respond in line with organisational procedures. 
13. How to monitor progress to evaluate operations, challenges, business goals, threats, opportunities and changes in conditions. 
14. How to adapt plans and actions in response to changing conditions, emerging challenges or identified improvements. 
15. How leadership, management and change-implementation theories and models can strengthen how you plan and implement change, and how to reflect critically on your performance to identify opportunities for improvement.

The following values underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Integrity - acting consistently with organisational values when planning and implementing change.
• Openness - sharing information to support shared understanding.
• Inclusion - valuing diverse perspectives when planning and implementing change.
• Respect - treating colleagues with dignity during change.
• Responsibility - taking ownership of the change you plan and implement.
• Proportionality - matching the scale of the change activity to the scale of the issue.

The following behaviours underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Act with integrity, aligning your planning and implementation with organisational values.
• Be inclusive, valuing diverse perspectives in change discussions.
• Act with respect, treating colleagues with dignity during change.
• Communicate openly, supporting clarity and shared understanding.
• Be collaborative, enabling colleagues to contribute meaningfully to change.
• Take accountability for your role in proportionate and responsible change.
• Consider wellbeing, recognising how change activities affect colleagues’ workload, confidence and engagement.