STUDENT ASSESSMENT
LEAD AND MANAGE ORGANISATIONAL CHANGE – BSBINN601
Instructions
You are advised to commence work on your assessment from week 1 and all tasks must be submitted by the due dates provided.
All assessments must be completed and delivered individually. Where an assessment involves group discussions, you should consider the input of your group but submit an individual assessment to your trainer.
Please read all instructions on completing each assessment. Instructions for completion are provided at the beginning of each assessment.
All written answers must be typed in a word document using Arial font, 12 size and single spacing if similar instructions are not provided in the assessment.
Your trainer will not be able to assist you in answering questions. However, your trainer will address any issues concerning questions requiring further explanation.
You may refer to your student learning resources or any other relevant resources when completing your assessment.
Assessments are due for submission as specified in the assessment schedule. Any variations to this arrangement must be approved by your trainer prior to the due date for submission.
You have access to computers which are equipped with Microsoft suite of products or any other relevant software and printing facility.
Use assessment templates if provided, to complete relevant sections of the assessment. You can also create your known templates for assessment evidence.
You must achieve a satisfactory result for all tasks to achieve competency in this unit.
All assessment answers should be submitted to the trainer in required format (soft or hard copy) as per trainer instructions with completed assessment cover sheet (if required).
Assessment Schedule
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Task |
Due Date |
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Task 1 |
Week 1 |
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Task 2 and Task 3 |
Week 2 |
Task 1: Identify change requirements and opportunities
You will demonstrate the skills and knowledge required to identify change requirements for an organisation.
Using the scenario information supplied, you will identify strategic change needs, review existing policy, monitor trends in the external environment that impact on an organisation’s objectives, identify operational change objectives, prioritise change requirements and consult experts or specialists to assist in identification of change requirements and opportunities. You will then write a report to management outlining the change requirements.
Review the scenario information provided (in the Appendix of this task) for Fast Track Couriers.
Prepare to write a report on change requirements for Fast Track by following steps 3–10 below.
Analyse the organisational objectives provided in the scenario to identify the following change requirements for Fast Track Couriers.
Identify requirements for change.
Prepare an explanation of how your identified change needs to link to the organisation’s strategic plan goal/s.
Review the organisation’s current state to understand how the current policies, practices and operations deliver against the organisation’s strategic goals.
Review the organisation’s performance against objectives with regards to its:
people
policies and processes
technology
structure.
Monitor external trends to identify events or trends which may impact on the achievement of the organisation’s strategic plan goals.
Identify two external trends.
Develop an explanation of how the trends currently impact or will impact organisational objectives.
Identify major operational change requirements.
Identify changes due to performance gaps.
Identify changes due to business opportunities.
Identify changes due to threats.
Identify changes due to management decisions.
Identify specialists to be consulted to assist with identifying change needs.
Identify specialists you will engage to help identify change requirements, and be prepared to explain your reasons for engaging these specialists.
Identify what consulting model you would adopt to engage the specialists, and be prepared to explain why you would use this model.
Assume your assessor is a specialist/expert of the kind you have identified in step 7. Consult with your assessor to assist with identification of change management requirements and opportunities.
Identify the managers that need to be informed. Prepare a plan that identifies who, when and how stakeholder managers will be engaged to review and prioritise change requirements.
Assume your assessor is a manager you have identified. Consult with your assessor to review the changes you propose and to help you prioritise changes. Suggest and justify the priority you have assigned to each change you recommend.
Prepare a 3–4 page report detailing change requirements for the organisation. Include all of the information you identified and the explanations that you prepared in steps 3–10.
Submit all documents to your assessor as per the specifications below. Ensure you keep a copy of all work submitted for your records.
Specifications
You must provide:
one 3–4-page report detailing change requirements for the simulated organisation.
Your assessor will be looking for:
a 3–4-page report including all information identified in the procedure above
how you use problem-solving skills to identify and analyse issues or barriers, and develop responses
how you develop and incorporate new ideas into your report on change requirements
planning skills to organise engagement with manager stakeholders and implement activities to achieve priorities and outcomes
verbal communication skills to describe, support, and negotiate change requirements and priorities with stakeholders.
Appendix
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Task 2: Develop change management strategy
You will demonstrate the skills and knowledge required to develop a change management strategy.
Using the scenario information supplied, you will undertake a cost–benefit analysis for high-priority change requirements, undertake a risk analysis, identify barriers, and develop mitigation strategies. You will develop a change management project plan, assign resources and develop a reporting process. You will then present your analysis and project plan to management for approval.
Review the simulated workplace information for Fast Track Couriers.
Develop a change management strategy for Fast Track, which you will present to management (your assessor) for approval, by following steps 3–8 below.
Identify change goals and specify:
who/what is impacted
how they are impacted
when the impacts will be realised.
Identify the change goals you have identified are related to the organisation’s strategic goals.
Undertake a cost-benefit analysis of the change requirements. Include:
the change requirements
the costs of changes
risks
the possible benefits of each change
assessment of the benefits against the costs and risks
categorised changes:
feasible (F)
maybe feasible (MF)
not feasible (NF).
Undertake a risk analysis of the change requirements:
identify the risks and barriers
analyse and evaluate the risks and barriers
identify mitigation strategy.
Develop a change management project plan. In order to justify your plan, include a brief explanation of the change management theory/methodology followed to embed change. Your plan must reflect theory and you must be prepared to explain to management how key elements of your plan, such as stakeholder management, communication, and education/training plans, show elements of a particular theory.
Include the following components in your plan.
Stakeholder management.
Identify key stakeholders and roles.
Identify commitment level.
Identify concerns/issues (and how these will be addressed).
Develop consultation methods for engaging identified stakeholders.
Communication plan:
audience
message
when this communication will occur
how the message will be communicated (e.g. email, face to face, newsletter)
person responsible.
Education/training plan:
participants
the skills the training will provide
when the training will occur
how the training will be delivered (e.g. classroom, online, on-the-job)
person responsible.
Your project plan should also include a measuring/reporting strategy. Measurement and reporting strategy should include:
how you will measure success
how you have reached agreement for reporting protocols with managers including:
who the relevant managers are
who will submit information for reporting
who will produce the report
how you will report success including:
format of reports
when reports will be produced (weekly, fortnightly, monthly)
who will receive a copy of the report.
Finally, your project plan should also include a list of resources (tools, supplies, etc.)
Deliver a formal presentation (using PowerPoint) to management (your assessor) to gain approval for your change management strategy. Your assessor will approve your strategy based on your completion of this assessment task and satisfaction of specifications below.
Ask for authorisation to implement strategy.
Submit all documents to your assessor as per the specifications below. Ensure you keep a copy of all work submitted for your records.
Specifications
You must present and then submit a copy of:
one PowerPoint presentation containing analysis and change management project plan.
Your assessor will be looking for how you:
explain the change management process or cycle and outline strategies for communicating and embedding that change
explain components of the change management project plan
explain specific organisational requirements
outline potential barriers to change
demonstrate leadership skills to gain acceptance of plan and gain trust
demonstrate planning and organising skills
utilise problem-solving skills to identify and respond to barriers to change and analyse risks
use verbal communication skills to describe and promote change
management plan.
Appendix
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Task 3: Implement change management strategy
You will demonstrate the skills and knowledge required to implement change management strategy.
Using the scenario information supplied, you will conduct an implementation review. You will then consult with a union representative and General Manager to receive input and develop a revised communication plan. You will action the revised plan by delivering a 15–20 minute information session to employees. Finally, you will consider making final revisions to the communications plan and overall project plan and seek approval from the General Manager.
Review the simulated workplace information for Fast Track Couriers.
Following the communications plan provided in Appendix 4, develop a survey to gather feedback from employees.
Meet with a union representative (your assessor) to receive and discuss the results of the survey. Anticipate possible resistance by this stakeholder and promote your plans to gain acceptance. Ask for additional input to help you revise your change management communications strategy.
Draft revised communications plan and overall project plan (from Assessment Task 2) in consideration of barriers identified through consultation process (with your assessor acting as a union representative) and those identified in risk analysis provided in Appendix 3. Highlight strategic elements in your plan that you will deploy to gain trust and acceptance of change. Ensure you consider the needs of all stakeholders to gain support for planned changes.
Meet with General Manager (assessor) to discuss ideas for revised communications plan and overall project plan based on feedback.
Discuss the needs of all stakeholders.
Discuss creative technique, activity or tactic you will use to gain trust and acceptance in the 15–20 minute information session you will deliver.
Ensure you anticipate possible resistance by this stakeholder and promote your plans to gain acceptance.
Develop a plan for a 15–20 minute information session for truckers. Include an outline of what activities you will be doing, how long you will be doing them, and how the activity will achieve the goal of employee acceptance of change process. Ensure you anticipate possible resistance from these stakeholders and plan to overcome resistance.
Deliver session to employees (your assessor/other people enlisted by the assessor to perform in the role of employees). Ensure you take a consultative approach to the session and invite participation, questions, input, etc. and ensure you incorporate a creative technique, activity or tactic in the session.
Make final revisions to your communications and overall project plans based on feedback and consultation (save these as separate documents to previous drafts). You may need to consider changes to communication activities, training activities, and rollout of changes. Consult with GM (assessor) to ensure changes are approved.
Submit all documents to your assessor as per the specifications below. Ensure you keep a copy of all work submitted for your records.
Specifications
You must submit copies of:
one survey
drafts of communications and overall project plans to indicate review of plans (including highlighted strategic element/s)
planning and support documents for your 15–20 minute information session (such as a plan for the session, PowerPoint presentation, handouts, and a creative activity for gaining trust and acceptance of change process).
Your assessor will be looking for how you:
explain the change management process
outline components of the change management project plan
demonstrate knowledge of specific organisational requirements from the scenario
outline potential barriers to change from the scenario
describe a range of techniques for embedding change and gaining trust
demonstrate leadership skills to gain acceptance of plan and gain trust
provide innovation skills to develop creative ways of getting people to
accept change
demonstrate planning and organising skills
demonstrate problem-solving skills to respond to barriers to change
develop project management skills to implement change management strategy
demonstrate teamwork skills to consult with relevant groups for input
use verbal communication skills to describe and promote change
management plan.
Appendix
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References / recommended resources
Lead and manage organisational change – BSBINN601, 2015, 1st Edition, Version 1, Innovation and Business Industry Skills Council Ltd Australia, East Melbourne, VIC, Australia
Some recommended reading for this unit includes:
‘ADKAR – a model for change management’, Change Management Learning Centre, viewed July 2015, <http://www.change-management.com/tutorial-adkar-overview.htm>.
Gordan, A., 2008, Future savvy; identifying trends to make better decisions, manage uncertainty and profit from change, AMACOM, New York.
Kotter, J. and Cohen, D., 2002, The heart of change: Real-life stories of how people change their organizations, Harvard Business School Press, Boston.
Kotter International, viewed July 2015, <http://www.kotterinternational.com>.
Hiatt, J., 2006, ADKAR: a Model for Change in Business, Government and our Community, Prosci Research, Colorado.
Harvard Business Review, 2006, Harvard business review on leading through change, Harvard Business School Publishing Corporation, Boston.
Maginn, M., 2007, Managing in times of change, McGraw-Hill, New York
Potts, R. and Lamarsh, J., 2004, Managing change for success, Duncan Baird Publishers, London.
Reh, J., 2015, ‘Managing change: Managing people’s fear’, About.com, viewed July 2015, <http://management.about.com/cs/people/a/MngChng092302.htm>.
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