a2B Change Management Framework® (a2BCMF®) - Step #8: Develop New Skills and Behaviours
- Peter F Gallagher
- Nov 2
- 3 min read
Updated: Nov 3
8th Critical Organisational Change Implementation Step: Execute Phase
Develop New Skills and Behaviours:
This step is about 'Developing New Skills and Behaviours' by performing a gap analysis of existing skills and behaviours at the current state ‘a’. Training can then be provided to close gaps for employees to ensure adoption of the change and alignment with the new way of working in the future state ‘B’.
“If you do not change employee behaviour, you will not get organisational change and performance improvement.”
Business Benefits:
Most change requires improved skills and/or behaviours so employees and the organisation can operate at the new level of working to ensure adoption, improved performance, and benefit realisation.
Business Objective:
To evaluate existing skills and behaviours, identify skill and behaviour gaps, select available courses, or design new courses to ensure employees operate effectively and efficiently in the new way of working. For your organisation to deliver a good service or manufacture good products, the employees must have the right skills and behaviours.
a2B Change Management Framework® (a2BCMF®)
The a2B Change Management Framework® (a2BCMF®) is a structured and disciplined approach to support organisations, leadership teams, and individuals going through a change, the transition from the current ‘a’ state to the improved future ‘B’ state. The a2BCMF® has three phases and ten key process steps. Each phase provides change strategies, principles, analysis, and tactics to move from one phase to the next.
The framework is based on over thirty years of international change experience and brings together leading practices in change, people, and programme management. The structured programme approach, processes, techniques, and tools focus on overcoming the failures of previous change by incorporating ten key steps and success elements for achieving organisational change. It supports strategic change implementation in terms of context, content, and process. The framework is a comprehensive management model that allows executives, managers, and change practitioners to successfully deliver and achieve organisational change. It requires a holistic approach, and some steps can be performed simultaneously.
Find out more:
Further Reading: Change Management Handbook - Leadership of Change Volume 3
Peter consults, speaks, and writes on the Leadership of Change®.
He works exclusively with boards, CEOs, and senior leadership teams to prepare and align them to effectively and proactively lead their organisations through change and transformation.
For insights on navigating organisational change, feel free to reach out at Peter.gallagher@a2B.consulting or schedule a free consultation
Peter F. Gallagher is a leadership guru, change management global thought leader, organisational change authority, international corporate conference speaker, 15X author, and C-level change leadership coach.
Listed #7 in the “Top 30” for Global Gurus Leadership (2025) by Global Gurus.
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2025-2024-2023-2022-2021-2020) by Thinkers360.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Ranked #1 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Business Strategy (2025) by Thinkers360.
Ranked #6 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (April 2024) by Thinkers360.