Skip to main content

In your role as Head of Change Management, you understand the critical importance of guiding your organisation through various challenges, including technological advancements, market shifts and organisational restructuring. Evaluating your own performance is essential to ensure that the change strategies you lead remain effective and aligned with your organisation’s goals. Blue Seed Consulting, drawing upon its expertise in change management, offers this Head of Change Leadership Check List as a valuable tool to identify strengths and growth opportunities. This check list is designed to help you stay agile, proactive and aligned with your organisation’s objectives.

The Foundation

Have you got the foundations right – what is your understanding of your organisation’s culture, values and past change experiences? A deep understanding and the ability to articulate these aspects is critical. Next, assess your progress in identifying ongoing initiatives, aligning them with the organisation’s vision and addressing resistance. Effective stakeholder engagement across all levels is essential, understanding their concerns and sharing transformation insights.

1. Culture & Values – How deeply do you understand and articulate your organisation’s culture, values and past change experiences?

2. Change Landscape – How progressed are you in identifying all ongoing initiatives, aligning them with the organisation’s vision and tackling resistance?

3. Stakeholder Engagement – How effectively are you engaged with stakeholders, across all levels, understanding their concerns and sharing transformation insights?

Building Momentum

Consider your ability to identify and act upon early opportunities for change successes based on your knowledge of the organisation. Assess the effectiveness of your change frameworks, especially in terms of balancing existing strengths with new strategies, particularly when addressing resistance. Determine whether you have established a network of empowered cross-functional agents to promote and sustain change in their respective areas.

4. Quick Wins – How effective are you at identifying and acting early on opportunities for change successes based on your grasp of the organisation?

5. Change Framework – Have you assessed or created a change framework, balancing existing strengths with new strategies, especially around resistance? How effective is it right now?

6. Grassroots Change Catalysts – Do you have an empowered network of cross-functional agents to promote and sustain change in their respective areas?

Establishing Strategy

Examine how well you have communicated a clear and resonant story that explains the reasons and benefits of the change. Optimize your change roadmap, placing emphasis on integrated views and strategic sequencing. Evaluate your efforts to build change leadership capacities and integrate them with HR metrics.

7. Change Narrative – How well have you communicated a clear and resonant story that explains the reasons and benefits of the change?

8. Roadmap Refinement – How optimized is the change roadmap, with an emphasis on integrated views and strategic sequencing?

9. Change Leadership Development – How progressed are your efforts to build change leadership capacities and integrate these with HR metrics?

Expanding & Reinforcing Change

Set up a system to measure both qualitative and quantitative aspects of change effectiveness. Ensure that broader cultural strategies align with specific transformation efforts. Continuously nurture and leverage a network of change advocates. Periodically review change impacts on key metrics and recalibrate strategies accordingly. Foster avenues for continuous learning about change management within the organisation. Balance the drive for change agility with the need for organisational stability. Establish a system to acknowledge and motivate those who excel in change roles. Ensure that successful change initiatives are institutionalised within the organisation. Regularly run retrospectives on change projects to highlight lessons, accomplishments, and areas for improvement to inform future strategies.

10. Performance Metrics – Have you set up a system to measure both qualitative and quantitative aspects of change effectiveness?

11. Cultural Realignment – Have you ensured the broader cultural strategies align with specific transformation efforts?

12. Change Ambassadors – Are you continuously nurturing and leveraging a network of change advocates?

13. Impact Re-evaluation – Have you periodically reviewed change impacts on key metrics and recalibrated strategies accordingly?

14. Learning Infrastructure – Have you fostered avenues for continuous learning about change management within the organisation?

15. Organisational Resilience – Are you balancing the drive for change agility with the need for organisational stability?

16. Recognition – Have you established a system to acknowledge and motivate those who excel in change roles?

17. Change Legacy – Are successful change initiatives being institutionalised within the organisation?

18. Reflective Practices – Do you regularly run retrospectives on change projects to highlight lessons, accomplishments and areas for improvement to inform future strategies?

As a Head of Change Management, you already know the pivotal role you play in steering your organisation through, technology advances, market shifts, organisational restructures and much more! Evaluating your own performance helps ensures the change strategies you are leading remain both effective and resonant. Drawing on Blue Seed Consulting’s specialist change management experience, our Head of Change Leadership Check List is a useful tool to help pinpoint areas of strength and opportunities for growth. This check list can help make sure you remain agile, proactive, and aligned with your organisation’s goals.

Making workplaces work better

Blue Seed is an organisational change consultancy that focuses on enabling the people side of business transformation – making workplaces work better. We deliver exceptional and lasting outcomes for emerging, disrupted and transforming companies. When you work with Blue Seed Consulting, you’ll develop the organisational and individual change capabilities you need faster and they’ll be sustainable. That’s because we know what it takes to adapt and change, and we intentionally represent those attributes and skills every day, making capability transfer a natural part of the process. Our Change Maturity Assessment, CQ Change Leadership Training and Change by Design Play Book are just a few of the ways we can support your organisation.