Wie kann sich ein Berufseinsteiger im Change Management am besten für eine Beförderung positionieren?

Change management initiatives can be tricky for many people including those affected by change, it requires a lot of deep dive to understand the mood of operations, tools, systems, and the new vision where an organisation or its leadership wants to head. While being in an entry level in change management role, it doubles the challenge. I think the best way to help with the change management and still progress in your career you would need to: - Prioritise to deeply understand the organisational system, culture, tools and the actual reason for change. - Establish a regular touch with your leader to understand vision and expected results. - Engage with other leaders - Show/share your understanding of the new vision and ask good questions.

By demonstrating your ability to listen to your clients and gain the confidence of the senior stakeholders, a trusted advisor. They will be your best advocates to your leadership team as that is how you ensure great client outcomes and increased business for the team. Work to understand and grow in the change management discipline and support junior colleagues as they start their journey. Be an invaluable support to your project leadership and team, hungry for more opportunities to grow and demonstrate value to your clients and your organisation. Above all help grow the business, supporting business development is always a way to be noticed and ensure you are valued

An ability to confidently interact with colleagues / Clients at all levels is absolutely key for this role. Often Managers assume that they know what activities and processes their staff are using / following. But always ask and understand. The use of a Change Impact Assessment, in ALL cases has proven to be an excellent basis for strategising the change management approach. Understanding the changes and exactly how they will impact is the basis upon which you can effectively plan, communicate, train and, eventually, measure benefits. "Proper" Subject Matter Experts give a real focus on the change management requirements. Whilst qualifications and certification is important the experience of doing is really key.

Ingressar na área de Gestão de Mudanças é apenas o primeiro passo em uma jornada profissional emocionante. Para os profissionais iniciantes que aspiram a promoções, é crucial não apenas adquirir habilidades, mas também adotar uma abordagem estratégica para se destacar no competitivo campo da gestão de mudanças. O alicerce de uma carreira de sucesso na Gestão de Mudanças repousa sobre competências sólidas. Invista tempo no desenvolvimento contínuo, participando de cursos, workshops e buscando certificações relevantes. Além disso, aplique suas habilidades em projetos práticos para consolidar o aprendizado e mostrar sua expertise na prática.

Never stop learning. Absorb knowledge from diverse sources, both within and outside your organization. Seek guidance from mentors, attend workshops, and continuously enhance your skills. A commitment to lifelong learning sets you apart.

Entry level professionals should proactively seek additional responsibilities, demonstrate adaptability and learning agility, build strong relationships with key stakeholders, showcase successful change implementations, and pursue relevant certifications or training opportunities.

It truly depends on what type of promotion but here are a coiuple things to consider: Sr. Role: Take stock of projects where you were able to successfully manage change and engage the sponsors on the project to provide feedback (positive & negative) - they can be your advocates in your advancement People Leader: You should be able to demonstrate your ability to not only manage change but also manage individuals. You can do so by reflecting on projects where you were the lead change manager and highlight where you were able to manage individuals (directly or indirectly) on the project, what the reason for management and what the outcomes were. Think about times where there was disagreement and what was the solution.

Hilfreich ist es, sich der eigenen Kernkompetenzen bewusst zu werden. Wir alle haben mehrere Talente und Kernkompetenzen in uns. Aber nicht alle helfen immer und überall. Aber wenn ich mir Klarheit über die aktuelle Situation, den Soll-Zustand und damit auch die anzuleitenden Veränderungsinitiativen verschafft habe, kann ich mich auf meine Stärken dafür fokussieren. Manchmal ist es meine Kommunikationsstärke, manchmal Verhandlungsstärke, ein anderes Mal Klarheit schaffen. Wichtig ist, dass Veränderungsschritte zeitnah und konsequent umgesetzt werden.

Be cognisant of the fact that change can be daunting to employees. Display your knowledge regarding current developments particularly in line with nondisruptive creation.You should have articulated a situational analysis and needs analysis. If you have the requisite technical skills-sets in line with KPIs and strategic inflection points, robust interpersonal skills and emotional intelligence are critical - e.g. if the change is aligned to Digital Business Transformation. The best technology will go to waste if you do not have the right business processes, culture, or talent in place. So position yourself as a "T" manager, the vertical line being your core competencies, and the horizontal line functions that you must create synergy with.

Having neglected my CPD it took me 3 months to catch-up but it was well worth it, it was a humbling experience writing up the last 30 years. I would highly reccomend completing your CPD annually as it will help you review and appreciate your experiences and focus your career.

There is a technical side and mental know-how and I have found that by understanding the stories that surround the people involved in change and meeting them at their place of making meaning, engages people hugely. Then getting the heart and the logic to talk to the systems and processes while holding shared values, goes a long way. People need to understand what learning is and also let go of many myths about change. Resistance is always there: it’s natural. The compelling vision that everyone can relate to has high influence.

Para se destacar, é fundamental ir além das responsabilidades básicas. Identifique oportunidades para agregar valor aos projetos de mudança. Meça e documente o impacto positivo das suas contribuições, seja na eficiência operacional, na satisfação da equipe ou na melhoria dos processos. Os resultados tangíveis são evidências poderosas do seu valor.

To demonstrate your value, show the tangible results. For example creating employees KRAs / KPIs, bringing employee friendly changes to the policies etc. Do employee satisfaction survey, showcase the result in a positive light and draw the changes. In my last assignment, we created a robust performance management system and brought in new employee friendly HRMS, flexible shifts and 2 saturday off a month. This was all done with in the first year. These kind of changes bring in a tangible result in the way of employee satisfaction and employee productivity. You can also introduce cost effective engagement plans which should include skill development trainings, fun activities and open communication channels with the management etc.

Challenge yourself at every opportunity! Demonstrate your value through CPD to either focus on a specific discipline or strategic goal. Career progression is often about being at the right place at the right time. That will sometimes mean changing direction or employers to work up to your desired level. But most importantly, remember that progression is not always measured by title or salary. Experience and knowledge gained is just as valuable and rewarding.

One needs two things to position themselves for promotion. First is is to create measurable value for your organization and the second is to demonstrate you are a team player.

Exceptional work should speak for itself. Consistently deliver high-quality results and ensure your contributions are visible. Share success stories, quantify achievements, and communicate your impact. Letting others recognize your value is key.

Networking is one of your biggest allies to growing your career in change (coupled with understanding different approaches through courses directly on + adjacent to change, mixed with hands-on, progressive experience). -Join your local CMI or ACMP. These professional bodies have great networking opportunities, master classes and endless resources at your fingertips - Connect with people whose careers you admire on LinkedIn, follow their content and engage - Find a mentor, either at work or the wider change community - There are also loads of community groups (paid and unpaid) available, and run by industry experts, where you can learn and build your network - Start or join a change guild or community of practice at work

A gestão de mudanças não ocorre no vácuo; é um esforço colaborativo. Construa uma rede sólida dentro e fora da organização, conectando-se com colegas, líderes e outros profissionais do setor. Ao cultivar relacionamentos, você não apenas ganha apoio, mas também amplifica sua capacidade de influenciar positivamente as mudanças.

Forge meaningful connections by focusing on how you can assist others. Approach networking with the question, "How can I help them?" Cultivate relationships with colleagues, leaders, and industry professionals. Your network becomes a powerful asset.

Ein gutes Beziehungsmanagement ist oft schon "die halbe Miete". Wenn ich auf Augenhöhe meine Kontakte in die Gestaltung mit einbeziehe, zeige ich nicht nur Respekt, sondern ich ernte Perspektiven und Wissen, pfiffige Ideen und Lust an der Gestaltung aber insbesondere ein Gefühl, gemeinsam auf dem richtigen Weg zu sein. Wir müssen und sollten nicht mehr so tun, als wüssten wir alleine alles. Keiner weiß alles, wir alle lernen stets dazu.

Once you have the basics down pat, try expanding your perspective beyond that of traditional change (adjacent practices that can also be integrated into how you lead change). It will help give you both a wider view and edge. Some examples are: - Human-Centred Design - Agile Methodologies - Behavioural Science for Change - Neuroscience of Change - Implementation Science - Systems Thinking - Organisational Design (through the likes of Josh Bersin's Bersin Academy), to name a few... All the above directly apply to and improve the practice and outcomes of leading change (when applied contextually).

A mudança é constante, e os profissionais de Gestão de Mudanças precisam estar à frente da curva. Mantenha-se atualizado com as últimas tendências, tecnologias e práticas na área. Busque experiências diversificadas em diferentes setores e contextos, enriquecendo sua perspectiva e habilidade de enfrentar desafios complexos.

Embrace continuous growth. Read extensively, enroll in relevant courses, seek advice from mentors, and share your knowledge with others. Becoming a perpetual learner not only broadens your perspective but also positions you as an invaluable resource.

Michelle Teunis hat es wunderbar ausgeführt: Die weichen Faktoren, der Umgang mit uns selbst und mit anderen Menschen rückt in den Vordergrund. Denn oft sind genau wir Menschen Verhinderer von Change: - aus Angst, - Unsicherheit - festgefahrenen Sichtweisen - eingeschränkten Perspektiven - Bequemlichkeit und vielen anderen Motiven. Daher ist die Kommunikation mit allen Beteiligten & Betroffenen mindestens genauso wichtig wie die konsequente Annäherung an den Change. Diejenigen, die sich im Zukunftsbild nicht sehen, verliert man. Dabei sind vielen Führungskräften so viele Talente ihrer Mitarbeitenden noch gar nicht bewusst. Oft ein blinder Fleck. Diesen in den Fokus zu nehmen, lohnt sich.

Hang on! Didn’t this article start saying you’re an ‘entry level’ Change Manager? Now it’s recommending you become a mentor and lead cross-functional boards. If you want to progress in change get a few good projects done and dusted. Go contracting for a few years to get better exposure, then go back perm in a lead role. You’ll likely need to hop about to move up the ladder because there are not enough change opportunities in most companies. Many roles are contract or fixed term and have a max tenure of 2 years or less.

BE curious and playful! You're breaking into change- don't focus on the end game (promotion) but instead say "YES" to the opportunities that feel like they align with your purpose and ignite passion. Perhaps theres a leader you want to work with, a project you've been offered experience on that you haven't tried before or an industry you want to try out. Get out of your own way and allow yourself to say 'YES' during these early phases- the experimentation and building out of your skillset will aid you in experience, stories and lessons later. Career progression isn't linear it's a squiggly line- try to have fun in the crafting of it!

Tell your leadership you want the promotion and ask them directly what you need to do in order to have it. Then work the additional considerations in this post. Blindly 'working on your skills and capabilities' without understand what the leadership will be looking for can lead to disappointment.

Promoções muitas vezes são atribuídas a líderes, não apenas a seguidores. Demonstre proatividade assumindo responsabilidades adicionais, liderando pequenos projetos ou iniciativas. Mostre que você é capaz de conduzir equipes através das incertezas da mudança, inspirando confiança e motivando os outros a alcançarem objetivos compartilhados.

Take the lead on projects and initiatives. Demonstrate initiative, innovation, and a proactive mindset. When you achieve results, communicate them effectively. Becoming a visible leader showcases your capability and positions you for advancement.

Don’t be constrained by methodologies and theories. Remember that change management is more art than science. You have experienced change in so many different contexts - what did you learn in those contexts. Bring YOU to the table. If you find yourself in a situation where the change process is more important than the outcomes and experience for impacted colleagues, find a different place to learn.

Para o profissional iniciante em Gestão de Mudanças, a promoção não é apenas um objetivo distante, mas uma jornada construída passo a passo. Ao desenvolver competências, demonstrar impacto, construir redes, ampliar conhecimentos e mostrar liderança, você não apenas se posiciona melhor para avançar na carreira, mas também contribui de maneira significativa para o sucesso das iniciativas de mudança da sua organização.

Wichtig ist, dass man selbst liebt, was man tut. Wer weiß, wofür er brennt, sieht auch Gelegenheiten sich zu beweisen. Niemand von Außen kann Sie selbst so erkennen, wie Sie sich selbst kennen. Daher werden Sie initiativ und fragen beim Leadership nach Projekten, die Sie begeistern, fordern, und fördern werden. Manche machen den Fehler, sich zu viele Projekte an Land zu ziehen. Oft ziehen sich dann die Projekte in die Länge, verlieren an Schwung und Begeisterung und werden im Ziel kaum wahrgenommen. Fokussieren Sie sich. Nutzen Sie die Dynamik der Welt, um Ihre Change Projekte straff zu organisieren, zeitsouverän zu kommunizieren und immer den Überblick zu behalten. So bleiben Sie selbst souverän und proaktiv.