Skills

Lead an Organisational Change Project

12 weeks · 0 milestones

Design and execute a real organisational change initiative — not a proposal — documenting the change rationale, stakeholder engagement approach, resistance encountered and how it was addressed, and measuring a defined outcome at least 90 days after implementation. The change must be real: something that materially altered how people work at a real organisation. Proof requires at least one organisational stakeholder — a manager, colleague, or direct report affected by the change — to confirm that the documented change was implemented and that the described outcomes are accurate.

Part of: Business & Management · Proves for: Career

Milestone map

3 milestones

Frame the change and map stakeholders

2 weeks

Pick a real change in a real organisation you can influence. Write why it's needed and map everyone it affects. Knowing who gains and who loses shapes every later step.

Proof required

Submit a change case (why, what, success measure) and a stakeholder map with each group's interest, influence and likely reaction.

What gets checked

A real change in a real organisation
Measurable success criteria
Stakeholders who will resist are named

Common mistakes

A hypothetical change
Only supporters mapped
No success measure

Powstik Guide

A change case and a stakeholder map.

Steps

Write the change and why now in a paragraph.
Set one measurable success criterion.
List every affected group.
Rate each on interest and influence.
Note likely reactions, including resistance.

Template

Change case
What changes:
Why now:
Success measure:

| Group | Interest | Influence | Likely reaction |
|-------|----------|-----------|-----------------|

What gets sent back

A hypothetical organisation.
No resisters named.
No success measure.

Resources

Foundationstart here

Depthgo deeper

What a verifier looks for

Confirm the organisation is real
Check resisters are mapped
Check the success measure

You'll sign in first, then come straight back here.

Run the change and log resistance

6–8 weeks

Carry out the change with a communication and engagement plan. Log resistance as it happens and how you responded. The log is the evidence that the change was real, not a proposal.

Proof required

Submit the engagement plan and a dated log of actions, resistance met and responses, with any sensitive names anonymised.

What gets checked

Dated log kept during the change
Specific resistance recorded honestly
Responses adapted to what happened

Common mistakes

A log written afterwards
Pretending there was no resistance
Identifying colleagues in the proof

Powstik Guide

A dated change log with resistance and responses.

Steps

Plan who hears what, when and from whom.
Start the change with the highest-influence supporters.
Log each objection the day it comes up.
Adjust the plan and record why.
Anonymise people in anything you share.

Template

| Date | Action | Resistance met | Response | Result |
|------|--------|----------------|----------|--------|

What gets sent back

A log written afterwards.
No resistance recorded.
Identifiable colleagues.

Resources

Foundationstart here

Depthgo deeper

What a verifier looks for

Check dates run through the period
Check resistance entries are specific
Check anonymisation

You'll sign in first, then come straight back here.

Measure the outcome and defend it

2 weeks

Measure the change against your success criterion. Write what worked and what didn't. Defend it to someone who has led organisational change.

Proof required

Submit the outcome against the success measure and review notes (250+ words) with the reviewer's background and challenges.

What gets checked

Result measured against the original criterion
Honest account of what didn't work
Reviewer has led organisational change

Common mistakes

Moving the success criterion
Only successes reported
No review

Powstik Guide

A measured outcome and a reviewed retrospective.

Steps

Measure the original success criterion.
Write what worked and what didn't.
Book someone who has led change.
Log their challenges and your answers.

Template

Success measure:
Result:
What worked:
What didn't:

Review session log
Date:            Duration:
Reviewer name:
Reviewer role and experience:

Challenge 1 (the change approach):
  What they asked:
  My answer:
Challenge 2:
  What they asked:
  My answer:

Change I made after the session:

What gets sent back

A changed success criterion.
Only successes.
No reviewer.

Resources

Foundationstart here

Depthgo deeper

What a verifier looks for

Compare to the original criterion
Check the honesty of the account
Confirm reviewer background

You'll sign in first, then come straight back here.

Related outcomes

Milestone map

3 milestones

Frame the change and map stakeholders

2 weeks

Pick a real change in a real organisation you can influence. Write why it's needed and map everyone it affects. Knowing who gains and who loses shapes every later step.

Proof required

Submit a change case (why, what, success measure) and a stakeholder map with each group's interest, influence and likely reaction.

What gets checked

A real change in a real organisation
Measurable success criteria
Stakeholders who will resist are named

Common mistakes

A hypothetical change
Only supporters mapped
No success measure

Powstik Guide

A change case and a stakeholder map.

Steps

Write the change and why now in a paragraph.
Set one measurable success criterion.
List every affected group.
Rate each on interest and influence.
Note likely reactions, including resistance.

Template

Change case
What changes:
Why now:
Success measure:

| Group | Interest | Influence | Likely reaction |
|-------|----------|-----------|-----------------|

What gets sent back

A hypothetical organisation.
No resisters named.
No success measure.

Resources

Foundationstart here

Depthgo deeper

What a verifier looks for

Confirm the organisation is real
Check resisters are mapped
Check the success measure

You'll sign in first, then come straight back here.

Run the change and log resistance

6–8 weeks

Carry out the change with a communication and engagement plan. Log resistance as it happens and how you responded. The log is the evidence that the change was real, not a proposal.

Proof required

Submit the engagement plan and a dated log of actions, resistance met and responses, with any sensitive names anonymised.

What gets checked

Dated log kept during the change
Specific resistance recorded honestly
Responses adapted to what happened

Common mistakes

A log written afterwards
Pretending there was no resistance
Identifying colleagues in the proof

Powstik Guide

A dated change log with resistance and responses.

Steps

Plan who hears what, when and from whom.
Start the change with the highest-influence supporters.
Log each objection the day it comes up.
Adjust the plan and record why.
Anonymise people in anything you share.

Template

| Date | Action | Resistance met | Response | Result |
|------|--------|----------------|----------|--------|

What gets sent back

A log written afterwards.
No resistance recorded.
Identifiable colleagues.

Resources

Foundationstart here

Depthgo deeper

What a verifier looks for

Check dates run through the period
Check resistance entries are specific
Check anonymisation

You'll sign in first, then come straight back here.

Measure the outcome and defend it

2 weeks

Measure the change against your success criterion. Write what worked and what didn't. Defend it to someone who has led organisational change.

Proof required

Submit the outcome against the success measure and review notes (250+ words) with the reviewer's background and challenges.

What gets checked

Result measured against the original criterion
Honest account of what didn't work
Reviewer has led organisational change

Common mistakes

Moving the success criterion
Only successes reported
No review

Powstik Guide

A measured outcome and a reviewed retrospective.

Steps

Measure the original success criterion.
Write what worked and what didn't.
Book someone who has led change.
Log their challenges and your answers.

Template

Success measure:
Result:
What worked:
What didn't:

Review session log
Date:            Duration:
Reviewer name:
Reviewer role and experience:

Challenge 1 (the change approach):
  What they asked:
  My answer:
Challenge 2:
  What they asked:
  My answer:

Change I made after the session:

What gets sent back

A changed success criterion.
Only successes.
No reviewer.

Resources

Foundationstart here

Depthgo deeper

What a verifier looks for

Compare to the original criterion
Check the honesty of the account
Confirm reviewer background

You'll sign in first, then come straight back here.