5 Pillars of Change Management Competency

Change management competency is the foundation of an organization's capability to change 


For organizations seeking to develop change capability  and be ready for change, core competency is essential. 

  • Change management competency: Effective use of change management tools, methodologies, training and knowledge. 
  • Change management capability: Embedding the practice of change management into the organization by building competency and training change practitioners and leaders. 
  • Change capabilityAn organization's ability to plan, design and efficiently implement all types of change while minimizing potential negative impacts on people and operations. 

The following five pillars of change management competency are often the foundation for organizational change capability:

  1. Leadership commitment 
  2. A common change management model 
  3. Support for change teams 
  4. Change management infrastructure 
  5. Identify the culture change that is necessary 

For the next steps, see our guide to developing organizational change capability.   

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Leadership commitment 

It is not enough for leaders to be supportive of change management. The most important factor of any organizational change is the skill and willingness of the leaders, including their ability to lead people through a change.  

Committed leaders demonstrate their own willingness to change and give evidence of this commitment through their actions and communications.  


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A common change management model 

model provides the language and processes for broader understanding and structured implementation of change managementIt can – and should – be adapted to your organization's existing business processes and project management systems, but it is most effective when the same model is consistently and universally applied across the organization.   

LaMarsh Global's change management methodology, Managed Change, is a robust and scalable model.  

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Support for change teams 

Your change team needs the time, space and resources to fulfill their responsibilities. Support for change teams may also require a shift in culture, so employees and leaders understand and accommodate the processes or requests of change teams.   

Whether you have an internal change team or rely on external consultants, it is critical to develop and support the practitioners and consultants to further a change management model and assist leaders in their role.  

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Change management infrastructure 

Having a well-oiled change management practice provides organizations with the resources to manage simultaneous changes and ensures that various projects fit together from a timing, sequencing and scope perspective. Infrastructure can assist with tracking current and historical changes and further cementing a methodology into practice.

The structure of this infrastructure continues to evolve as virtual workplace practices shift, but online centralization can streamline the information flow regarding current and historical changes across business units. 

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Identify the culture change that is necessary 

A culture shift may be necessary to establish change management as a discipline that is part of every change project. This is why developing organizational change capability is often a change project in itself.  

Culture change doesn't happen by merely declaring it, so approach this culture change with the same structure and processes as other changes. Assure that the discipline is practiced and learned so that it eventually becomes second nature. 


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