Change Management Consultant-Gauteng

Change Management Consultant-Gauteng Finance

Johannesburg - Gauteng

The scope of work defines the roles and responsibilities of the required Change Management Consultant

Key Responsibilities.

Detailed analysis of the current and desired state.
Develop and implement a change management strategy and plan to manage the change process.
Develop an effective stakeholder and communication strategy to ensure that the

change activities are communicated to all the impacted stakeholders.

Conduct change readiness assessments and identify the barriers to change.
Identify the areas of resistance and develop a resistance management plan.
Manage and maintain the relationships with the client change influencers.
Propose and implement the change interventions necessary for the success of the client.
Conduct a post-implementation assessment to assess among others, the realisation

of the project benefits, adoption rate and proficiency levels of end-users.

Ensure that the changes are reinforced and sustained.
Work closely with the trainers and ensure that stakeholders are identified for training and

evaluate the training.

Clarifies and agrees the Change Management priorities, activities and resources with the
Change Management Programme Manager.
Assesses the change impact and readiness for change initiative, identifying key barriers.
Develops Change Management plans (e.g., stakeholders' management, training, coaching,
communications and resistance management).
Develops Change Management material and content with the assistance of the appropriate
Specialists.
Engages with stakeholders to obtain buy-in to the change initiative.
Incorporates successful Change Management solutions from other initiatives into change plans.

Manage the Change:

Promotes the need for and benefits of Change Management as part of the change initiative.
Selects appropriate pilot sites and tests Change Management plan/activities at pilot site to
ensure appropriateness for further roll-out in business unit.
Executes Change Management plan in line with change initiative scope and budget.
Executes specific activities with allocated resources to achieve Change Management plan.
Manages the impact of the change initiative at business until level.
Provides feedback to stakeholders on change initiative progress and risks.
Facilitates the resolution of resistance and barriers to the change initiative.

Reinforce Change

Ensures effective transfer of ownership of the change to business (Change influencers) and
support areas (e.g. HR).
Assists the business to "own" the change initiative and commit to its reinforcement.
Evaluates change initiative through post implementation review.
Accepts responsibility for the measurement of benefits realisation for change initiative.

Programme / Project Management

Project manages the Change Management plan.
Proactively identifies issues and risks (conscience of the project), providing feedback to
Change Management Programme Manager.
Manages Change Management activities in line with other initiative components (e.g.
technology and process).
Continually reviews and revises Change Management timelines and scope.
Understanding of both Waterfall and Agile PM approach will be an advantage

Administration

Provides updated actual and estimated hours and timelines, as well as expenses incurred and
anticipated, to Change Manager.
Professional Services
Ensures timeous administration in the Change Management areas of training, communication
and resistance management.
Provides progress reports to the Change Manager.

Integration and capacity building

Facilitates the building of a change culture/resilience and change management capability in
the business unit.
Shares learnings from change initiatives across the change community to enable knowledge
management.
Keeps abreast of leading-edge Change Management practices and tools.
Revises the Change Management approach to include best practice and improved efficiencies.
Works with the Programme Manager to optimise the assignment of change resources

Key performance measures:

Developed Change Management plans (e.g. stakeholder management, training, coaching,
communications and resistance management.
Change Management plans implemented and set outcomes achieved.
Change Management material and content developed and piloted in appropriate area.
Resistance and barriers to the change initiative resolved through assessments and end user
feedback.
Change initiative managed within scope, budget and timelines.
Impact of change initiative measured through post implementation review.
Ownership successfully transferred to business (Change Influencers) and support areas (e.g.
HR), i.e. these areas are educated regarding the change initiative and capable of sustaining
the change.
Important relationships
Relationships with project team members, business unit heads, and Change Management
Specialists, Learning and Development, HR and business unit staff to ensure integration and
well executed implementation of change initiative.

External Relationship:

Relationships with vendors allocated to / providing services to change initiative.
Problem Solving Style:
Identifies, clarifies/defines and works through challenges towards a defined outcome.
Leadership: Strategically orientated concerned with ensuring the current and future viability of
the Area/Bank.

Delivering to Shareholders:

Value: Manages one's time and resources to ensure that objectives are achieved affectively
and on time.
Leadership: Champions strategic interventions. Tends to achieve delivery of results through
directing others.

Communicating with Impact:

Effectively applies verbal, nonverbal, and written communication methods to achieve desired
results. Presents ideas effectively to individuals and groups.
Leadership: Communication involves crafting courses of action, motivating and managing
commitment.

Working with teams:

Value: We, and all aspects of our work, are interdependent. We appreciate that, as teams,
we can achieve much greater things than as individuals. We value teams within and across
business units, divisions and countries.
Understands team dynamics and uses a flexible interpersonal style to contribute to the
effective functioning of teams and to the completion of team goals. Must demonstrate the
ability to be affective in diverse teams ranging from highly structured hierarchical teams to
informally structured groups.
Leadership: Sets up, develops and leads teams.

Building Relationships:

Develops and maintains ongoing working relationships, networks and partnerships to help
achieve business goals through others (e.g. peers, functional partners, customers, etc.).
Leadership: Relationships span business units and focus on strategic issues. The context is
very dynamic with significant levels of ambiguity.

Enabling Change:

Encourages others to seek opportunities for different and innovative approaches to addressing
problems and opportunities. Facilitates the implementation and acceptance of change within
the team, division and Bank.
Expert: Leads change initiatives typically as a role model. This includes delivery of outcomes
such as proactively establishing change initiatives, implementing business wide change
frameworks, designing the future business and / or preparing people for the future and helping
them to change.

Business Knowledge and Contribution:

Understands the broader business environment in which they work from an industry,
organisation, business unit and role perspective.
Mature: Demonstrates solid industry understanding with tactical insight into the broader Banks
strategy and objectives.
Risk Management:
Timeously identifies and manages risk within their area of influence. Uses and / or develops
and implements risk measurement and risk management systems, processes and policies
within the business.
Mature: Mature understanding of risk as reflected in the ability to proactively identify and
manage risk across their business, division and interdependent areas.
Project Management:
Develops and monitors courses of action (work plans) for themselves and others to ensure that
work is completed in a controlled and efficient manner.
Expert: Has significant experience in and demonstrates advanced project management skills
used in facilitating organisation wide integration, determining nature of tasks to be completed
as well as priorities to be pursued. Holds strong accountability for successful implementation
of business related initiatives.

Knowledge Management:

Uses and / or develops and implements systems and processes to capture, manage and
distribute up to date, accurate and readily accessible knowledge and information across the
business, to a wide range of stakeholders.
Expert: Generally recognised as a knowledge management expert. Skills can include
extensive best practice knowledge and understanding, the exercise of significantly advanced
data analysis skill and / or implementation of leading edge measurement / knowledge
management processes

Conceptual Thinking:

The ability to link events and to keep all facts in mind.
Examines the bigger picture to understand how the various parts fit together (integrative
thinking).
Externally focused and able to translate this into appropriate and tangible internal action.
The ability to generate comprehensive solutions.
Interested in theories and enjoys discussing abstract concepts.

Information Gathering: