Program Change Manager

The Program Change Manager at The Salvation Army is tasked with developing and leading the Change Management strategy for various initiatives. This includes overseeing the implementation of change management plans, ensuring effective communication, and managing stakeholder engagement to promote successful transformation throughout the organisation.

Candidates should possess a Bachelor’s degree in Commerce, Business, HR, Psychology, or a related discipline. Additionally, having over two years of experience in program-level change management and certifications like Prosci Change Management Practitioner or PMBOK/Prince 2 will be beneficial for the Program Change Manager role at The Salvation Army.

The Salvation Army offers comprehensive support for its Program Change Manager through flexible working conditions, access to an Employee Assistance Program, and opportunities for professional development. The supportive and inclusive culture ensures that team members can engage meaningfully with their work and the community.

The work environment for the Program Change Manager at The Salvation Army is collaborative, inclusive, and driven by a shared commitment to making a positive impact. The organisation champions diversity and aims to create a space where team members feel valued and empowered to contribute to meaningful change.

Preferred experience for the Program Change Manager at The Salvation Army includes a track record of change management in the not-for-profit sector, alongside considerable project management skills. Managing cross-functional projects and engaging stakeholders effectively are also important competencies that will benefit applicants.

In developing a change management strategy, I begin by conducting a thorough assessment of the change initiative’s context and its potential impact on stakeholders. I prioritize communication, engaging stakeholders early in the process to understand their concerns and feedback. My plan typically includes targeted training and support to ease the transition, ensuring that all levels of the organization are involved in the process.

Handling resistance to change involves understanding the root causes behind it. I adopt an empathetic approach, engaging those who are resistant to share their concerns while providing clear information about the benefits of the change. Communication, ongoing support, and showing quick wins are essential to evolving mindsets and gaining buy-in.

I utilize both qualitative and quantitative metrics to evaluate the success of change initiatives. Key performance indicators might include stakeholder engagement levels, employee satisfaction surveys, and tracking the achievement of project goals. These metrics help refine our approach and identify areas for ongoing improvement.

In a recent project, I led a change initiative aimed at streamlining our internal communication processes. I engaged key stakeholders, developed a clear change management plan, and provided training resources. The initiative resulted in improved efficiency and employee morale, as evidenced by positive feedback from staff surveys conducted post-implementation.

Ensuring stakeholder engagement starts with identifying key players early on and keeping them informed throughout the change process. I focus on regular updates and creating feedback channels to foster open communication. By addressing stakeholder concerns and involving them in decision-making, I build trust and commitment to the change initiative.

Communication is critical in change management as it serves to align teams, clarify objectives, and mitigate confusion. I prioritize transparent and consistent communication throughout all phases of a change initiative to ensure everyone understands the rationale behind the change and their role in it.

In one instance, a project stakeholder was resistant to a proposed change. I scheduled one-on-one meetings to listen to their concerns and involved them in discussions about the change process. By addressing their worries and incorporating their feedback into the strategy, we managed to convert resistance into support.

I employ various strategies for effective change communication, including tailored messaging for different audiences, frequent updates, and employing various channels (emails, meetings, newsletters). I also ensure to provide opportunities for feedback and Q&A to ensure clarity and understanding of the changes being implemented.

To ensure sustainability, I focus on embedding the changes into the organization’s culture via ongoing training, support, and reinforcement of the new processes. I also measure the impact of the changes and continuously seek feedback to make necessary adjustments that can help to sustain long-term success.

I often utilize frameworks such as the Prosci ADKAR model for guiding change initiatives, which emphasizes awareness, desire, knowledge, ability, and reinforcement. Additionally, tools for project management and communication platforms help streamline the implementation process and enhance stakeholder involvement.