Change & Adoption Manager

As a Change & Adoption Manager at Sword, your key responsibilities will include developing and implementing change management strategies that support organizational transformations. You'll plan and design communication campaigns, assess the impact of changes on business operations, and engage with key stakeholders to ensure their support and involvement. Additionally, you'll design training content to foster employee adoption of new systems and processes, measure adoption outcomes, and consult project teams on best practices.

To succeed as a Change & Adoption Manager at Sword, candidates should ideally have experience in a similar role, demonstrating a solid understanding of change management frameworks such as PROSCI's ADKAR model. A background in User Experience Design will also be valuable. Strong stakeholder management skills, training development capabilities, and the ability to navigate complex organizational changes are essential.

Sword is deeply invested in the personal and professional development of its employees. As a Change & Adoption Manager, you can expect personalized career development plans tailored to your goals, along with access to various learning opportunities and resources. We create a culture of growth and encourage our team members to continuously enhance their skills and expertise.

At Sword, diversity and inclusion are at the core of our values. We pride ourselves on being an equal opportunity employer, ensuring that all applicants for the Change & Adoption Manager role receive fair consideration regardless of their background. We embrace diverse perspectives and make adjustments to our hiring process to support accessibility for all candidates.

Sword offers a comprehensive benefits package designed to support your professional growth and overall wellbeing. As a Change & Adoption Manager, you will enjoy a competitive salary, generous annual leave, enhanced family-friendly benefits, a pension scheme, and access to private health and wellness programs. We also provide flexible working arrangements to help you maintain a healthy work-life balance.

Stakeholder engagement is crucial in change management because it ensures that all parties affected by a transformation are informed, involved, and supportive of the changes being made. During your answer, emphasize strategies you've used to identify stakeholders, communicate with them, and incorporate their feedback into the change process.

The ADKAR model consists of five key components: Awareness, Desire, Knowledge, Ability, and Reinforcement. This framework helps guide individuals through change by ensuring they understand the need for change, desire to support it, have the knowledge to implement it, possess the ability to adopt it, and receive reinforcement to sustain it. Discuss your practical experience using this model in previous projects.

Discuss a specific incident where you encountered resistance and what steps you took to address the concerns. Focus on your ability to listen to stakeholders, communicate effectively, and build trust to overcome resistance. Highlight any successful outcomes that resulted from your approach.

Measuring the success of a change initiative involves setting clear metrics and KPIs from the start. Discuss how you collect data on employee adoption rates, assess overall satisfaction levels, and evaluate business impact post-implementation. Mention the importance of continuous feedback and adjustments based on the findings.

Effective training programs should be tailored to the audience and content. Talk about methods you've employed, such as assessing learning needs, creating engaging content, utilizing various training modalities, and gathering feedback for continuous improvement. Emphasize the importance of ensuring employees feel equipped and confident in their new roles.

Communication is fundamental during change projects. Describe your approach to developing a comprehensive communication plan. Highlight aspects like using multiple channels, regular updates, providing clarity on what is changing, and creating opportunities for feedback and dialogue to ensure transparency and engagement.

Share the details of a successful project, focusing on the objectives, strategies you implemented, and the results achieved. Discuss your role in engaging stakeholders, managing communications, training, and how you celebrated wins. Use this to exhibit your change management expertise and ability to drive positive outcomes.

Discuss your process for identifying potential risks related to change initiatives, including missed deadlines, lack of adoption, or stakeholder disengagement. Share examples of how you've mitigated such risks through proactive planning, open communication, and involving stakeholders in the risk management process.

Securing employee buy-in is essential for the success of any change initiative. Explain your strategies for creating a compelling case for change, engaging employees early in the process, addressing their concerns, and providing them with the support and resources they need. Highlight any techniques you've found particularly effective.

Feedback is vital in the change management process as it helps refine strategies and identify areas for improvement. Discuss how you solicit, analyze, and integrate feedback from various stakeholders to continually enhance your approach to change. Provide examples of how feedback has positively influenced past initiatives.