Career development professionals (CDPs) recognize the need for change to achieve business outcomes. CDPs build a change management strategy that engage people within the organization to ensure a successful implementation.
Competent career development professionals must be able to:
Competent career development professionals must know and understand:
Competent career development professionals must be able to perform this competency in the following range of contexts:
Nature of the change may impact the challenges of implementing change, e.g. introducing a new process, service restructuring.
Change is disruptive and may create an environment of uncertainty and fear and lead to resistance from employees, clients and other stakeholders.
Industry-specific terms contained in the standard defined here, where applicable.
Business case: justifications and net benefits for undertaking a project, program or course of action.
Q: What is the consequence of a professional being unable to perform this skill according to the standard?
Q: How frequent and under what conditions is this skill performed?
Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?
Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?
To be fully proficient in this competency, a career development professional should have three years experience participating in change management initiatives in a position of leadership.
Practitioners typically perform this competency without supervision, and as part of a team.
It is unlikely that this competency will automate.
