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Skills

In the same way that it is impossible to define the right way to manage a change, it would be foolish to prescribe the right set of skills that a consultant needs. However, it is possible to take each of the seven stages in the framework and suggest what key competencies might be needed to ensure that the process is managed effectively. The seven core competencies in Fig. 13.2 can be expanded:

  • Negotiation (Client): Create a situation where all interested parties are able to reach a mutually satisfying and collaborative agreement.

  • Inquiry (Clarify): Use analytical skills to delve beneath the symptoms and dig out the real problem.

  • Facilitation (Create): Support the client in taking a more imaginative approach.

  • Influencing (Change): Be able to effect change without a formal power base.

  • Decision making (Confirm): Take a reasoned and managed decision without being unduly influenced by any personal or group bias.

  • Reflection (Continue): Help minimize the client's entrenched thought patterns by helping them be more proactive in the management of their own problems.

  • Coaching (Close): Help the client get a clear focus on how they will use the change; what role they want to play in the new world and what their next steps might be.


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