Change Implementation - Develop New Employee Skills and Behaviours

Preparing the Employees for the New Way of Working

The six-step process for developing the new skills and behaviours is outlined in the figure below. The change management team should work with the human resources department (HRD) and the organisation’s training department throughout this process. The objective is to facilitate the creation of corporate training that delivers the change objectives by providing the employees with the skills and behaviours to deliver the new way of working. A training needs analysis (TNA) can be used in this process. A TNA typically identifies gaps at the organisational level, the group level, and the individual level.

“A key enabler to employees adopting the new way of working, is to provide the opportunity for them to develop the new skills supported by coaching”

The six process steps for developing the new employee skills and behaviours are listed below in the (a2BDNS©) Model:

1. Define: Define the new skills and behavioural training objectives and align them with the change programme.

2. Identify: Identify the new skills and behaviour objectives.

3. Evaluate: Evaluate the existing skills and behaviour traits for the impacted employees using structured analysis to establish gaps.

4. Assess: Assess available courses or design new courses to close gaps in skill levels and behaviours.

5. Deliver and Coach: Deliver the skills training programme to close the identified gaps and follow up with coaching.

6. Appraise: Appraise the new skills to establish the effectiveness of the training and coaching that prepares the employees to operate in the future state ‘B’.

"While adopting change it is important to learn the new skills, but sometimes the new behaviours are critical"

Further Reading: Change Management Handbook - Leadership of Change Volume 3.

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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

Leadership of Change®

Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, A, B, C, D & E

• Change Management Fables – Volume 1 

• Change Management Pocket Guide – Volume 2 

• Change Management Handbook – Volume 3 

• Change Management Leadership – Volume 4 

• Change Management Adoption – Volume 5 

• Change Management Behaviour – Volume 6

• Change Management Sponsorship – Volume 7 

• Change Management Charade – Volume 8

• Change Management Insanity – Volume 9

• Change Management Dilettante – Volume 10

• Change Management Gamification Leadership – Volume A 

• Change Management Gamification Adoption – Volume B 

• Change Management Gamification Behaviour – Volume C 

• Change Management Gamification Sponsorship – Volume D 

• Change Management Gamification Leadership Teams – Volume E 

Contact me to make a booking 

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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.

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