IMPLEMENTATION DOMAIN

Knowledge of how organizational influences—such as belief systems, attitudes, use of language, expectations, an management styles—affect or contribute to resistance to change.

Knowledge of change management principles, theory, and processes and how people and organizations respond to change.

Knowledge of how to collect and analyze sufficient, valid, and reliable data that inform design, planning, and implementation activities and priorities to create practical and workable solutions for change.

Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.

Providing support, technical assistance, and guidance to develop and implement strategic plans, build trust, and motivate and reinforce organizational performance.

Constructively managing discussions about values, roles, goals, and actions in a way that ensures full participation of all members.

Using motivational strategies for collaborative problem solving, decision-making, and evaluation.

Ability to remain calm and objective and facilitate others working out the differences.

Ability to ensure that approaches and plans for change are culturally appropriate.

Ability to recognize points of community and organizational resistance and know how to address the reasons for that resistance.

Ability to focus and use community and organizational resources to maximize results.

Ability to involve the right people and organizations at the right time throughout the change process, gain commitment through consultation, and consider stakeholder impacts.

Ability to assess the impact of change and adapt approaches or take mitigating action, as necessary.