Definition
Engages others in order to develop innovative solutions.
Introduces new ways of thinking and behaving. Introduces
new tools and technology. Encourages innovation and
implements nontraditional ideas. Creates and implements new
concepts, models, theories, and relationships to address
work in new ways; motivates others to seek best practices.
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Behavioral Descriptions
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Proficiency Level 5
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Considered a visionary catalyst for change.
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Changes
tradition when needed, by reforming and reorganizing how
services are accomplished.
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Creates
new concepts, models, theories and relationships to
align with organizational strategies.
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Proficiency Level 4
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Promotes and implements comprehensive and responsible
change in a variety of areas.
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Coaches
others in changing traditional ways of thinking.
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Innovative
and explores nontraditional ideas.
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Challenges
the standard or traditional way of doing things by
experimenting with new ideas.
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Proficiency Level 3
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Develops and shares best practices to encourage
innovation and improve results.
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Incorporates
and uses new technologies and methods to improve
productivity and effectiveness.
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Considers
new ways of thinking and performing.
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Continually
seeks improvement and ways to remove obstacles.
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Communicates
organizational changes that are occurring to staff
members, explains the purpose of the changes.
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Actively considers
and openly discusses changes or modifications that are
proposed by others.
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Introduces new
goals, objectives, and processes to support
organizational change and effectively monitors their
implementation.
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Offers employees
tools and support to adjust to changes.
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Acknowledges,
explains, and supports change regardless of own
preference and priorities.
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Proficiency Level 2
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Waivers on the
idea of change.
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Stalls and takes large amounts of time to
gather the necessary information to process the idea for
change.
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Sits on the fence.
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Identifies and accepts some
need and processes for change.
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Can process some
ramifications and rationale for change to those affected by it.
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Limits
discussion
of views on the change.
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Proficiency Level 1
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Communicates
resistance or fear of change to others.
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Limits involvement of others in
charge; does not seek buy-in, input or ownership.
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Fails to modify own work practices or
hold others accountable to following changes that are
adopted by the organization.
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Inconsistent in support of change
effort.
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Abandons the change effort or
presents change as coming from an outside source.
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Relays change information to staff
but not in a consistent manner.
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Communicates change in a negative
manner.
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Discourages others from taking a new
approach to work activities.
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Suggested Activities for Development
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Recommended Courses
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Additional Resource
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Content under development.
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Behavioral-Based Interviewing Questions
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