Organise and analyse change

Change management is the ability to lead and manage change initiatives to drive organisational outcomes and benefits. Change analysis is essential to this.

What is change analysis?

Change analysis is the ability to understand, evaluate and assess the impact of change, at a project, programme, and portfolio level. Enabling the co-ordination of change across an organisation, and mitigation of any risks to the achievement of outcomes and benefits.

Essential for:

  • All types of transformation


  • Knowledge of Change Management principles and practice.
  • Understanding of behavioural psychology. 
  • Understanding of HR requirements, including the legal framework for structural changes.
  • Awareness of the political context.
  • Knowledge of learning theories and models.


Able to

  • Identify and analyse stakeholders: To develop understanding of who the change impacts, when and how.
  • Assess learning needs: To enable the planning, and development of appropriate learning programmes to support the desired knowledge, skills and behaviours aligned to the outcomes the change is seeking to achieve.
  • Evaluation of change impacts: To ensure the impacts of changes are understood, and actions planned and implemented to support individuals, teams, and services to adopt to the future state.
  • Think strategically: when analysing change impacts across the Council, ensuring any dependencies are understood and managed and change is prioritised based on strategic outcomes and benefits.
  • Manage risks: Associated with the delivery of the future state as defined in the transformation design, and documented in the change impact assessment ensuring appropriate mitigations are in place and tracked.
  • Engage with stakeholders: To ensure change impacts and risks are understood.
  • Prioritise change activities: At a portfolio, programme, and project level to maximise value against the overall strategic objectives to be achieved.
  • Create and maintain effective documentation: To define, monitor and track change impacts, including reporting impacts of change across the Council portfolio.
  • Resolve problems: By considering root cause of change resistance, challenges, and pinch points, and adapting strategies and plans accordingly.
  • Be emotionally intelligent: By recognising, understanding, and managing emotional responses effectively in the achievement of outcomes when working with stakeholders impacted by and leading change.


  • Collaborative
  • Attention to detail.
  • Problem solving
  • Persuasive
  • Positivity
  • Resilience
  • Solution orientated.

Related roles

  • Business Change Manager
  • Directors
  • Heads of Service
  • Portfolio Manager
  • Programme Director
  • Programme Manager
  • Project Manager
  • Business Analyst

Change Management – maturity index

The index below sets out the typical Change Management characteristics demonstrated by councils at each stage of their transformation maturity.