What do you do if your progress in learning new skills in Change Management is difficult to measure?

Start with defining the learning objective, skill, knowledge Competency in areas such as communication strategy, stakeholder management, conflict resolution one want to develop, setup SMART goals so that they can measured and tracked over time Setup milestones and benchmark to track and measure progress on these goals and take corrective action as required during the course It is also vital to perform self assessment during the course and identify any gaps for which we can build a improvement plan It is more about remaining adaptable and flexible during learning, making adjustment to the evolving needs.

Set clear, achievable goals in Change Management by breaking down skills into manageable components. Improve communication or stakeholder analysis. Use SMART criteria: Specific, Measurable, Achievable, Relevant, Time-bound. Track progress and adjust learning path accordingly. ??????

Navigating change, I like to use the ADKAR model to measure efficiency of change management. Also, I recommand "Leading Change" by Kotter and "Switch" by the Heaths. These 2 books lit my path seeking continuous improvement.

Change management is a tried and tested leadership skill. Like all leadership skills, it is behavioral. There are validated instruments for measuring this skill. Check the book by Whetten and Cameron. It has an instrument for measuring this skill. Moreover, it has exercises that allow you to apply and practice this skill. The best approach is to start with self assessment, work through the material and cases, apply and practice and then reassess. Then repeat after a while. All such skills are only developed over time. Doesn’t happen overnight.

It involves establishing clear and achievable objectives to guide your progress. Begin by identifying specific skills you want to acquire or improve upon in change management. These could include communication strategies, stakeholder engagement techniques, or project management skills. Next, ensure your goals are SMART (Specific, Measurable, Achievable, Relevant, Time-bound) to provide clarity and structure. Break down larger goals into smaller, manageable milestones to track progress effectively. Regularly revisit and adjust your goals based on your evolving understanding and experience.

Regularly taking time to reflect allows individuals to assess their experiences, identify lessons learned, and make adjustments to their approach. By reflecting often, individuals deepen their understanding of the subject matter, enhance self-awareness, and refine their strategies. It also provides an opportunity to recognize successes and areas for improvement, fostering a continuous cycle of growth and development. Through reflection, individuals can gain insights into their strengths, weaknesses, and learning preferences, enabling them to adapt and evolve their skills more effectively over time.

it is important to take time to assess our understanding, strengths, and areas for improvement. By reflecting on our experiences, gain valuable insights into our learning journey. Additionally, seek feedback from mentors or colleagues to validate our perceptions and identify blind spots.

?? ?????????????? ???? ???????? ???????????????? ?????? ?????????????????????? ???????? ?? Reflect on your learning and the goals you set. What's worked, what hasn't, what needs to change, did the learning create change, and what are your next steps. Share your learning with your manager and any other relevant people. Don't forget to celebrate your success! ?? ?????????????????? ?????? ?????????? ???????? ?????????????????? ??

Realizar reflexiones periódicas es fundamental para evaluar tu progreso en el aprendizaje de nuevas habilidades, incluso si es difícil de medir de manera cuantitativa. Algunos pasos pueden ser: Antes de comenzar a reflexionar es importante tener claro los objetivos de aprendizaje. ?Qué habilidades específicas estás tratando de desarrollar? ?Cuáles son tus metas a corto y largo plazo en este campo? También es importante reflexionar sobre experiencias recientes sobre el tema. ?Qué desafíos has enfrentado? ?Qué decisiones has tomado y cómo han impactado en el cambio? Evaluar tu desempe?o en relación con objetivos y expectativas. ?En qué áreas te sientes más seguro y competente? ?En qué áreas necesitas mejorar o desarrollar más habilidades?

ctively soliciting feedback from supervisors, peers, and stakeholders allows individuals to gain valuable insights into their performance, understand how their actions impact others, and identify areas for improvement. By seeking feedback regularly, individuals can pinpoint strengths to leverage and weaknesses to address, ultimately enhancing their effectiveness in change management. Moreover, feedback provides an opportunity for growth and fosters a culture of continuous improvement within teams and organizations.

?? ?????? ???????????????? ???? ???????? ?????????????? ?? Seek feedback from your manager, peers, colleagues, and other relevant stakeholders. Clarify feedback as needed, reflect on the feedback, and adjust your learning and development plan as required. ?? ?????????????? ???????? ???????????? ?????????????? ???

contar con retroalimentación es crucial para mejorar el aprendizaje de nuevas habilidades. Algunas formas de buscar retroalimentación efectiva pueden ser: Identificar personas y recursos que puedan proporcionar retroalimentación relevante y útil en el aprendizaje como colegas, mentores, supervisores, mentores, clientes, etc. Ser específico sobre qué áreas o habilidades te gustaría recibir retroalimentación, por ejemplo, sobre tu habilidad para comunicar la visión del cambio, manejar la resistencia al cambio, liderar equipos durante la transición, etc. No esperes tener un logro importante o problema para solicitar retroalimentación, es importante el feedback de manera regular para mantener seguimiento constante de tu progreso.

This involves systematically observing and recording specific actions, reactions, and strategies employed during change initiatives. By tracking behaviors, individuals can gain valuable insights into their strengths, areas for improvement, and the effectiveness of their approaches. This data-driven approach enables individuals to identify patterns, trends, and areas of success or challenge, facilitating more targeted and informed skill development efforts. Moreover, tracking behaviors provides concrete evidence of progress over time, allowing individuals to measure their growth and adjust their strategies accordingly.

I believe tracking behaviours is a key element as well as tracking your own skill set Metrics around your own development can often feel imposted so monitoring where you are at the beginning of a project or change programme and regularly check in. For any change management programme we run, we ask employees to plot on the change curve where they are at every step of the journey - People are always at different stages and that’s fine. 360 feedback can help assess skill and behavioural shifts. Keep track of these can help to gain insight of the things you are good at or enjoy as well as the areas for improvement. If you assess these regularly, you will see patterns over time and new habits will form as a result.

It involves translating theoretical understanding into practical action to address real-world challenges effectively. By applying knowledge, individuals gain hands-on experience, refine their skills, and deepen their understanding of key concepts. This practical application allows individuals to test different strategies, assess their effectiveness, and learn from both successes and failures. Moreover, applying knowledge fosters innovation and creativity, as individuals adapt and customize their approaches to suit specific contexts and circumstances.

It is crucial to focus on applying the knowledge gained. Instead of solely relying on traditional metrics, prioritize hands-on application and practical experience. By actively engaging in Change Management projects or simulations, assess the ability to apply theoretical concepts in real-world scenarios. Additionally, seek opportunities to collaborate with experienced professionals and leverage their guidance to refine our skills. Embracing an agile mindset, view each challenge as an opportunity for growth and learning. Through consistent application of knowledge and continuous refinement of my skills, ensure progress in Change Management, even when measurement is difficult.

?? ?????????????????? ?????????????????????? ?????????????? ???????? ???????????? ???????????????????? ?????????????????? ??? Take the learning you have acquired and wherever possible apply it to practice and test your learning. Reflect on the application, did it achieve what you wanted to achieve? If not keep practicing or consider whether further learning is required! Take the time to share your learning with others this supports them to learn new things and to consider their own professional development needs. ?? ?????????? ???????? ???????????????? ???????? ???????????? ???? ?????????????? ?????????? ???????????? ??

There is of course a degree if irony in a change management professional struggling to measure progress (but then again the AI that defines these questions has yet to learn the subtler aspects of our language...) To avoid repeating all of the obvious, decide WHAT you want to measure and what not, and HOW you will measure things. A lot of the softer skills will be best measured but what those around you tell you you are doing better (or the fact you are making fewer mistakes in that area). The Johari Window ("What is in your blind spot?") method can help identify things that people see but are harder to measure. GOOD LUCK!