Transformation Change Lead (Fixed Term)

The Transformation Change Lead at Arvida is responsible for managing the end-to-end delivery of change strategies. This includes designing and developing change and communication plans, creating training materials, and ensuring effective phasing and readiness across the business. You'll also be required to engage with various teams throughout the organization to cultivate a culture of change and collaboration.

To be an ideal candidate for the Transformation Change Lead role at Arvida, you should possess proven experience in managing multiple projects and leading complex transformation initiatives. Additionally, strong understanding of change methodologies, process design skills, and experience in creating training and communication materials are crucial. Familiarity with human-centered design principles is an asset, though not mandatory.

At Arvida, change management is approached thoughtfully, focusing on effective communication and engagement with staff and residents alike. The Transformation Change Lead will play a critical role in ensuring that initiatives are adapted to meet the needs of our communities, fostering a sense of ownership and collaboration among all stakeholders involved.

The work environment at Arvida is positive and supportive, promoting collaboration among team members. As the Transformation Change Lead, you'll operate from our Auckland Support Office with some flexibility for remote work. Given the diversity of tasks and interactions involved, no two days will be the same!

While experience within the aged care or healthcare industry is considered advantageous for the Transformation Change Lead position at Arvida, it is not a prerequisite. We value diverse experiences and focus more on your ability to manage change effectively and build strong relationships with a wide range of stakeholders.

To ensure that change management strategies are effective, I focus on stakeholder engagement, utilizing clear communication channels to inform and involve all impacted parties right from the start. I also emphasize the need for continuous feedback mechanisms to assess the impact of the changes and adapt strategies as necessary.

Certainly! One successful initiative involved implementing a new project management tool across multiple departments. I started by engaging stakeholders to understand their needs and concerns, created tailored training materials, and set up regular check-ins to track adoption. This proactive approach led to a smooth transition and improved productivity.

I prefer utilizing frameworks like ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) for its focus on individual transitions, alongside agile methodologies for their flexibility. Combining these allows me to engage teams effectively while managing transitions in a structured yet adaptable manner.

Building relationships with stakeholders begins with establishing trust and open lines of communication. I ensure that I actively listen to their concerns and expectations while keeping them informed throughout the change process. Regular check-ins and transparency are also crucial to maintaining strong relationships.

To evaluate the success of a change initiative, I consider various metrics such as adoption rates, employee feedback, and performance indicators pre- and post-implementation. These metrics provide insight into how effectively the change was integrated and its overall impact on productivity and morale.

Addressing resistance requires empathy and understanding. I focus on identifying the root causes of resistance, whether it's fear of the unknown or lack of understanding. Open dialogues, addressing concerns, and providing support through the transition can help alleviate fears and encourage buy-in.

I tailor communication strategies by considering the specific needs and concerns of each audience. This might include varying the level of detail or adjusting the medium of communication. For instance, senior leaders may benefit from strategy-focused updates while operational staff might need more practical, hands-on information.

Training plays a pivotal role in equipping teams with the knowledge and skills needed to navigate change successfully. I develop comprehensive training programs that address specific changes, helping individuals feel supported and confident in their new roles or processes.

To ensure alignment with organizational goals, I begin by mapping out how the change initiative supports those goals. Continuous collaboration with leadership helps in reinforcing this alignment throughout the change process, ensuring that objectives are met and progress is reported to relevant stakeholders.

The first step I take when starting a new change initiative is to conduct a thorough assessment of the current situation. This includes understanding existing processes, identifying key stakeholders, and gathering insights on potential obstacles. This foundational understanding allows for a more tailored and effective change strategy.