Competency Category:

26.2 – Lead Change

Purpose & Context

Career development professionals (CDPs) recognize the need for change to achieve business outcomes. CDPs build a change management strategy that engage people within the organization to ensure a successful implementation.

Effective Performance

Competent career development professionals must be able to:

  • P1. Identify areas for improvement, for example:
    • Analyze performance measurement data
    • Consult employees
    • Consult stakeholders, e.g. employers, clients, community partners
  • P2. Look for innovative strategies to advance business objectives, solve issues, and address challenges, for example:
    • Identify solution(s) to improve function, process or procedure
    • Review trends in service delivery
    • Consult employees to generate ideas on challenges
    • Select change management approach, e.g. Kotter’s 8-Step Process for Leading Change
  • P3. Prepare business case for proposed change, e.g. reason for proposed change, scope and impact, costs and benefits,
    desired business outcomes
  • P4. Secure buy-in from executive team, e.g. allocation of financial, human and material resources
  • P5. Establish change management team, e.g. representative group of employees at all levels and across functional areas
  • P6. Develop a change management implementation plan:
    • Identify key project phases
    • Develop action plan
    • Set milestones
    • Identify key resource, e.g. people, equipment, materials
    • Schedule milestone project review
  • P7. Develop a communication strategy, for example:
    • Identify key information to be shared
    • Identify communication medium, e.g. newsletter, website
    • Develop schedule of information messages
    • Measure success of communication
  • P8. Meet with employees to launch the initiative:
    • Present the change management team
    • Explain change, e.g. need for change, extent of the change required, measures of success
    • Share business case
    • Describe project plan, e.g. phases, timelines, roles and responsibilities
    • Engage employees in sharing concerns and ideas
  • P9. Monitor the implementation:
    • Schedule formal review of projects, e.g. weekly for complex projects, monthly for straightforward initiatives
    • Track progress
    • Take corrective actions, as needed
  • P10. Measure the implementation success, for example:
    • Increased level of client satisfaction
    • Reduction of time to find work
    • Increased level of stakeholder engagement
  • P11. Adjust implementation plan, as required

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Change management frameworks, e.g.. principles, types and stages of change
  • K2. Project management

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Nature of the change may impact the challenges of implementing change, e.g. introducing a new process, service restructuring.

Change is disruptive and may create an environment of uncertainty and fear and lead to resistance from employees, clients and other stakeholders.

Glossary & Key References


Industry-specific terms contained in the standard defined here, where applicable.

Business case: justifications and net benefits for undertaking a project, program or course of action.

Information Sources and Resources for Consideration


Context Rating Scales


Q: What is the consequence of a professional being unable to perform this skill according to the standard?

High probability of risk: VERY CRITICAL


Q: How frequent and under what conditions is this skill performed?

Circumstantially, e.g. per project, when a specific event arises

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

To be fully proficient in this competency, a career development professional should have three years experience participating in change management initiatives in a position of leadership.


Practitioners typically perform this competency without supervision, and as part of a team.


It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials


Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

Post your discussions or documents in the most appropriate group or topic 

Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

Privacy and Release of Information  

CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!