Assess the need for change

This standard is about assessing the need for change and improvement to support organisational priorities, performance and outcomes. You determine the information you need, gather and analyse evidence and evaluate performance, risks, opportunities and workforce insights to identify where change may be required. You communicate clearly, promote inclusion and shared understanding and support colleagues to explore potential improvements. You monitor conditions, escalate concerns when required and contribute to decisions about priorities for change. You apply relevant leadership, management and change‑diagnostic theories and models to strengthen your assessment. 

This standard applies to managers and leaders at all levels across all sectors.

1. Determine the information you need to assess the need for change and improvement to support organisational priorities and outcomes. 
2. Gather and analyse information from relevant sources to evaluate operations, challenges, business goals, threats, opportunities and changes in conditions that may indicate the need for change. 
3. Evaluate risks, opportunities and workforce insights - including ideas, suggestions and feedback - to identify where change or improvement may be required. 
4. Evaluate factors that influence the need for change and improvement in your area of responsibility to support informed decision‑making. 
5. Communicate and adapt your communication and behaviour in ways that support inclusion, dignity and shared understanding when discussing potential change and improvement. 
6. Collaborate with colleagues to explore and assess the need for change and improvement to support shared ownership of priorities. 
7. Provide information and guidance that supports colleagues to understand the evidence for potential change and improvement. 
8. Respond constructively to concerns raised by colleagues in line with organisational procedures to maintain trust and momentum. 
9. Monitor the working environment to identify changes, patterns or signals that may influence the need for change and take proportionate action. 
10. Maintain accurate records that support the assessment of change and improvement needs and inform future decisions. 
11. Contribute to decisions about priorities for change and improvement to support organisational outcomes. 
12. Monitor behaviours that may affect discussions about change and improvement, and respond in line with organisational procedures to maintain a positive working environment. 
13. Apply relevant leadership, management and change‑diagnostic theories and models to strengthen how you assess the need for change. 
14. Reflect critically on your performance and behaviour to identify improvements in how you assess the need for change and improvement.

1. The meaning and purpose of assessing the need for change and improvement in your area of responsibility. 
2. The factors that influence the need for change and improvement and how these affect organisational outcomes. 
3. How to determine and gather the information you need to assess the need for change and improvement from relevant sources, including workforce insights. 
4. How to analyse information to evaluate operations, challenges, business goals, threats, opportunities and changes in conditions. 
5. How to evaluate risks, opportunities and workforce insights that may indicate the need for change and improvement. 
6. How to evaluate factors that influence the need for change and improvement to support informed decision‑making. 
7. How to communicate in ways that support inclusion, dignity and shared understanding during discussions about change and improvement. 
8. How to adapt your communication and behaviour to support colleagues’ participation in discussions about change and improvement. 
9. How to collaborate with colleagues to assess the need for change and improvement and support shared ownership. 
10. How to respond constructively to concerns raised by colleagues in line with organisational procedures.
11. How to recognise behaviours that may affect discussions about change and improvement and how to respond in line with organisational procedures. 
12. How to monitor the working environment to identify changes, patterns or signals that may influence the need for change and when escalation is required. 
13. How to maintain accurate records that support the assessment of change and improvement needs and inform future decisions. 
14. How to contribute to decisions about priorities for change and improvement. 
15. How leadership, management and change‑diagnostic theories and models can strengthen how you assess the need for change, and how to reflect critically on your performance to identify opportunities for improvement.

The following values underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Integrity - acting consistently with organisational values when identifying the need for change.
• Openness - sharing information to support shared understanding.
• Inclusion - valuing diverse perspectives when identifying the need for change.
• Respect - treating colleagues with dignity when discussing change or improvement.
• Responsibility - taking ownership of your contribution to identifying the need for change.
• Curiosity - seeking insight into how work could be improved.

The following behaviours underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Act with integrity, aligning your assessment with organisational values.
• Be inclusive, valuing diverse perspectives and workforce insights when assessing the need for change.
• Act with respect, treating colleagues with dignity during discussions about change.
• Communicate openly, supporting clarity and shared understanding.
• Be curious, encouraging colleagues to explore opportunities for improvement.
• Take accountability for your role in identifying the need for change.
• Consider wellbeing, recognising how discussions about change may affect colleagues’ confidence, workload and engagement.