Assessment Task 1 BSBLDR601 Lead and manage organisational change

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● I understand what is required to achieve competency in the above unit/s
● the work submitted for this assessment is my own work.

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Assessment evidence  Assessment Task 1  S  NYS  NS

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Assessment Task 1 BSBLDR601 Lead and manage organisational change

Assessment Task 1
Knowledge questions

Learner instructions
Answer the following questions and write your answers clearly in the spaces provided. All questions
must be answered correctly, and you must provide enough detail to demonstrate your knowledge. If
you require more space to record your response, attach a page clearly marked with your name and
the unit title.
Your responses should be submitted in written format (or in another format as agreed with your
assessor) and must be in your own words. Your assessor will ensure that you have been provided
with all relevant documentation.

Assessment conditions
Skills in this unit must be demonstrated in a workplace or simulated environment where the
conditions are typical of those in a working environment in this industry.

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Assessment Task 1 BSBLDR601 Lead and manage organisational change

Questions
1. Answer the following questions about change in an organisation’s environment.
a. Describe how the interrelationships between an organisation’s external and internal
environments are drivers of operational change.

The interrelationships between an organization's external and internal environments play a

critical role in driving operational change. The external environment, which encompasses
economic, social, technological, political and environmental factors, influences
organizational demand, regulation and viability. On the other hand, the internal
environment, which includes organizational culture, structure, human resources, technology
and internal communication, determines the organization's ability to adapt and execute
change. Understanding these interrelationships is essential to effectively navigate through
the challenges and opportunities that arise in the constantly evolving business environment.

b. Give three examples of events and trends that can affect whether an organisation
achieves its strategic objectives.

External events and trends can have a significant impact on an organization's ability to
achieve its strategic objectives. For example, disruptive technological advances such as the
adoption of artificial intelligence can fundamentally alter the way an organization operates.
These factors underscore the importance of agility and adaptability in strategic planning to
enable organizations to adjust their objectives and strategies in response to an ever-
changing business environment.

2. Give three reasons why it is important to review your organisation’s existing policies and
procedures when developing a change management strategy.

it is important to review existing policies and procedures when developing a change

management strategy for the following reasons:
 Alignment with the New Vision: Ensures that policies and procedures are aligned
with the vision and objectives of the organization in its new state. This avoids
conflicts and ensures that day-to-day operations support the proposed changes.
 Gap and Needs Identification: Allows the identification of gaps between current
processes and the requirements of the new strategy. This facilitates the
identification of areas that need significant adjustments, improvements, or changes
to achieve the effective implementation of the strategy.
Regulatory and Legal Compliance: Ensures that new processes and procedures comply with

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current regulations and standards, thus reducing the risk of legal sanctions or regulatory
non-compliance that could arise from inadequate implementation.

3. You must present the cost benefits of a change opportunity you have identified to senior
management.
a. What are three methods of cost–benefit analysis you could use?

The three cost-benefit analysis methods you might use to present the economic benefits of a
change opportunity to senior management are:
 Net Present Value (NPV): NPV calculates the difference between the present cash
flows (benefits) and the present cash flows (costs) associated with an investment or
project over time. A positive NPV indicates that the project or investment is
profitable.
 Internal Rate of Return (IRR): The IRR is the discount rate that makes the NPV
equal to zero. It represents the expected return of the project. An IRR above the
minimum acceptable rate of return indicates that the project is attractive.
 Return on Investment (ROI): The ROI is the ratio of the present value of positive
cash flows to the present value of negative cash flows. It indicates how much is
recovered for each unit invested. An IR greater than 1 indicates that the project is
profitable.

b. Outline the steps you will follow when preparing your cost–benefit analysis.

In order to prepare a cost-benefit analysis, I will follow these steps:

 Identification of Costs and Benefits: I will list and quantify all costs associated
with the change and the expected benefits.
 Establishing the Time Horizon: I will define the period over which the costs and
benefits will be evaluated to get a clear view of their impact over time.
 Application of Evaluation Methods: I will use methods such as NPV, IRR and
IR to calculate and compare the financial results of the initiative.
 Consideration of Intangible Factors: I will include qualitative factors that are
difficult to quantify but relevant, such as improvements in reputation or
employee morale.
 Sensitivity and Alternative Scenarios: I will explore different scenarios to assess
how variations in assumptions affect results.
 Presentation of Results and Recommendations: I will clearly communicate the
findings, highlighting whether the initiative is feasible and provide
recommendations for decision making.

c. Identify five key points you will include in your presentation.

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Assessment Task 1 BSBLDR601 Lead and manage organisational change

In my presentation, I will include the following five key points:

 Context and Rationale for Change: I will explain the rationale behind the need for
change, identifying the challenges or opportunities that support it.
 Cost-Benefit Analysis: I will present the results of the cost-benefit analysis,
highlighting the economic and financial value of the proposed initiative.
 Risks and Mitigations: I will address potential barriers and risks associated with the
change, along with strategies to mitigate them and ensure successful
implementation.
 Impact on Strategic Objectives: I will highlight how the initiative contributes to the
achievement of the organization's strategic objectives, demonstrating its alignment
with the overall vision.
 Implementation and Tracking Plan: I will detail the plan for carrying out the
change, including key milestones, roles and responsibilities, as well as a monitoring
and evaluation system to ensure long-term success.

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4. Questions 4 and 5 relate to the following scenario:

When several security breaches compromise the privacy of email and procurement systems,
your organisation decides to invest in cybersecurity. You are appointed leader of the change
project aimed at making the organisation’s data and systems more secure and resilient.
Describe two different methods of risk analysis you could use when preparing a risk
management plan for this project.

To address the situation of improving cybersecurity, there are two risk analysis methods
you could employ:

1. Quantitative Risk Analysis: This method involves assigning numerical values to

assess the impact and likelihood of risks. For example, you could assign values
from 1 to 5 for impact and likelihood, and then calculate a risk index. This provides
a quantitative measure of risks, which facilitates prioritization and allocation of
mitigation resources.

2. Qualitative Risk Analysis: This approach is based on a subjective assessment of

risks, using qualitative criteria such as high, medium, and low to evaluate impact
and likelihood. Although less precise than quantitative analysis, it is useful for
identifying risks quickly and provides a general understanding of the magnitude
and severity of risks.

By combining both methods, a more complete and balanced assessment of the risks
associated with improving cybersecurity in the organization can be obtained. This will
enable informed decision making and efficient allocation of resources to mitigate the
identified risks.

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Assessment Task 1 BSBLDR601 Lead and manage organisational change

5. Identify three barriers that may arise during the implementation of the change and a strategy
you could use to mitigate each of these barriers.

 Staff Resistance to Change: Mitigation Strategy - Encourage Communication and

Active Participation. Engaging employees early on, explaining the benefits of
change, and providing spaces for questions and input can reduce resistance to
change.
 Resource and Budget Constraints: Mitigation Strategy-Effective Planning and
Prioritization. Conducting a detailed assessment of resources needed and prioritizing
critical activities is essential. Creative ways to maximize the use of existing resources
can also be sought.
 Lack of Competencies and Capabilities: Mitigation Strategy-Staff Training and
Development. Identifying the skills needed for the new system and providing
appropriate training can improve staff readiness and their ability to adopt and adapt
to change.
These strategies can help address common barriers and promote more effective
implementation of change in the organization.

6. You’re leading a change project in your organisation and are ready to develop your
communication and education plans.
a. Why is it important to include opportunities for promoting the benefits of the change
project in both of these plans?

It is crucial to include opportunities to promote the benefits of the change project in

communication and education plans for several essential reasons. First, this generates
enthusiasm and commitment among team members by providing a clear vision of the
expected positive outcomes. In addition, highlighting the benefits reduces uncertainty and
resistance to change as employees better understand its purpose and direction. Also, by
showing how change can improve their work and contribute to organizational success,
acceptance and adoption of change is encouraged. This motivates employees to actively
participate in the process and sets realistic expectations about what can be achieved.
Ultimately, promoting the benefits in both plans establishes a solid foundation for
successful implementation of the change project.

b. Nominate five other items that must be included in both these plans.

Five additional elements that should be included in both the communication and education
plans for a change project:

1. Defining Clear Objectives and Goals: It is crucial to specify the objectives and

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goals of the change project in a clear and measurable manner. This provides
clear guidance for all involved and helps keep the focus on the desired
outcomes.
2. Identification of Stakeholders and Target Audience: Listing and understanding
all stakeholders and target audiences is essential to customize communication
and training to their individual needs and perspectives.
3. Communication Channel and Frequency: Specify the communication channels
to be used (such as meetings, emails, intranet, etc.) and the frequency with
which updates will be provided. This ensures that communication is effective
and timely.
4. Feedback and Consultation Mechanisms: Establish ways to gather feedback and
questions from team members, as well as address concerns throughout the
change process. This encourages participation and transparency.
5. Support Resources and Tools: Provide access to resources, materials and
training needed to facilitate understanding and adapting to change. This includes
manuals, tutorials, training, among others.

7. A previous organisational change project was not successful, and employees quickly reverted
to the former ways of operating. You are determined this will not happen on your change
project. Describe three strategies you would use to ensure the change will be embedded.

To ensure that the change is effectively integrated and endures, I would implement the
following three strategies:
 Involve Stakeholders from the Start: Making sure that team members and other
stakeholders are involved from the beginning of the project is crucial. This involves
getting their input, listening to their concerns and providing them with a sense of
ownership in the change process. Doing so increases the likelihood that they will feel
part of the change and be more inclined to adopt the new ways of operating.
 Establish Clear and Continuous Communication: Effective communication is key to
the success of organizational change. I must ensure that I provide clear and timely
information about the change process, objectives and expected benefits. In addition, I
must establish open feedback channels so that employees can voice their concerns
and questions at any stage of the project.
 Provide Adequate Training and Support: Providing adequate training and support is
essential to help employees acquire the skills and knowledge needed to adapt to the
new way of operating. This may include workshops, tutorials, mentoring and
reference resources. In addition, it is important to maintain an ongoing support
system to address questions and provide assistance as challenges arise during the
transition.

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Assessment Task 1 BSBLDR601 Lead and manage organisational change

8. Management experts have identified a number of different change processes.

a. Describe three characteristics change processes have in common.

The change processes share several key characteristics:

 Intentionality and Purpose: All change processes are initiated with a specific purpose
and an intention to improve or modify aspects of the organization. They may be
driven by the need to adapt to new conditions, improve efficiency, or achieve
strategic objectives.
 Uncertainty and Resistance: Change processes often involve uncertainty and
resistance on the part of organizational members. Employees may feel uncertain
about how the change will affect their roles and responsibilities, which can lead to
resistance to implementation.
 Iteration and Continuous Learning: Change processes are rarely static. As they are
implemented, it is common for adjustments and refinements to emerge in response to
challenges and feedback from those involved. The change process is often iterative
and requires a continuous learning approach to achieve long-term success.

b. Explain why knowing about these processes can help you manage a change project.

Understanding change processes is essential to effectively manage a transformation project.

This provides the ability to anticipate and prepare for the reactions and challenges that may
arise, enabling the selection of appropriate approaches and mitigation strategies. In
addition, understanding resistance and uncertainty as common elements of change
facilitates its proactive management through effective communication and support.
Recognizing that change is an iterative process and may require adjustments over time
promotes a continuous learning approach and facilitates adaptation. Ultimately, this
knowledge informs the planning and execution of more effective change management
strategies, increasing the likelihood of success in implementing organizational change.

9. You’re responsible for monitoring the changes in the external employment market for your
organisation. You’ve noted a growth in job opportunities, as a few of your competitors have
expanded their operations.
a. How may this development in the external environment impact your organisation’s
ability to implement change?

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Assessment Task 1 BSBLDR601 Lead and manage organisational change

The changing external environment, characterized by increased job opportunities and

expanding competitors, can significantly influence my organization's ability to implement
change in several ways. For one, increased competition for talent may make it more
difficult to recruit key professionals needed to implement the proposed change. In addition,
the possibility that current employees may consider other career options may require a more
robust retention strategy. However, this context may also provide an opportunity to attract
new ideas and fresh talent, enriching the change process. Ultimately, it is imperative to
address these labor market dynamics with well-defined change management strategies and
a proactive approach to ensure success in implementing organizational change.

b. How can organisational behaviour impact on a business’s ability to successfully

respond to changes in its external environment?

Organizational behavior has a fundamental impact on a company's ability to successfully

deal with changes in its external environment. A culture that fosters adaptability, open
communication and collaboration is crucial. In addition, employee motivation and
commitment, as well as effective leadership, are key elements. However, resistance to
change and conflict management can present challenges. In summary, positive and
proactive organizational behavior is essential to respond with agility and effectiveness to
external changes.

10. A colleague new to your organisation asks for assistance about what to include in a change
management project plan.
a. Explain to them the purpose of a change management project plan.

The purpose of a change management project plan is to provide a structured guide for
effectively implementing organizational change. This plan details how change management
activities will be carried out, what strategies will be used to communicate and manage the
change, and how the progress and impact of the change on the organization will be
measured. It serves as a roadmap to help align teams, define roles and responsibilities, and
establish a framework for addressing resistance and challenges that may arise during the
change process. In summary, a change management project plan is essential to ensure
successful and effective implementation of change in the organization, minimizing
disruption and maximizing project success.

b. Identify ten items the colleague should include in this plan.

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Assessment Task 1 BSBLDR601 Lead and manage organisational change

Ten elements your colleague should consider including in his or her change management
project plan:
 Context and Rationale for Change: Clearly explain the need and reason behind the
organizational change.
 Change Objectives and Goals: Clearly define what the change is expected to
accomplish and how success will be measured.
 Stakeholder Analysis: Identify all stakeholders and their roles in the change process.
 Communication Strategies: Detail how the change will be communicated to
employees and other stakeholders, including key messages and communication
channels.
 Training and Development Strategies: Specify how training will be provided to
enable employees to adapt to the change.
 Resistance Management Plan: Develop strategies to address and mitigate resistance
to change that may arise.
 Roles and Responsibilities: Clearly define who will be responsible for what activities
during the change process.
 Performance Indicators and Evaluation: Establish metrics to measure the progress
and impact of the change on the organization.
 Schedule and Key Milestones**: Establish a timeline that includes important
deadlines and milestones to keep the project on track.
 Monitoring and Feedback Plan**: Detail how employee feedback will be gathered
and how the plan will be adjusted as needed.

Comments, declaration and signature

Assessor comments

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Assessor declaration I declare that all requirements in Assessment Task 1 have been satisfactorily
completed and verbally authenticated if required.

Assessor signature Date

Learner name

Learner declaration I declare that I have been informed of and accept the results of this part of my
assessment.

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Assessment Task 1 BSBLDR601 Lead and manage organisational change

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