This client applied for and gained an interview for a role in State (SA) Government in the capacity of a Senior Change Management Consultant. A total of seven selection criteria required addressing; all were well addressed in a three-page document. Following are excerpts from two of the criteria.

Proven experience to initiate and foster strategic partnerships and networks with stakeholders within and external to SA Government, and negotiating and influencing stakeholders to effect change.

An example that demonstrates my skills in effectively negotiating and influencing stakeholders to effect change was when I developed a tool to assist case managers and their supervisors to deliver evidence-based practice, and to guide supervisors when coaching and mentoring practitioners on the use of the tool. This involved utilising the services of participants across the state undertaking an internal Diploma to survey and audit case managers to gain a current understanding of evidence-based practice. Change involved the implementation of this tool and several case managers were initially resistant as it meant a possible change to their existing practice or perhaps even leaving them vulnerable to having their practice critiqued for the first time in their careers. I needed to influence and persuade them to use the tool as an effective measure of their performance and in using evidence-based practice. In doing so, I conducted visits at each location across the state to deliver practical demonstrations on how to use the tool and to answer questions and enquiries. I also set up a trial for the objective of assisting case managers in learning its use, and a platform for them to provide feedback on its further development. By showing them how the model/tool worked and by engaging them throughout the process by seeking their feedback, case mangers felt more valued and involved. Subsequently, this significantly reduced initial resistance. Also, the audit conducted prior to the tool’s implementation was an invaluable process that provided data on building the tool in line with case managers’ existing knowledge and pitched to their competency levels. As a result, a high take-up of case managers and supervisors commenced using the tool, and it was adopted as a standard practice throughout the DXX and continues to be developed and improved upon with input from case managers and the case management training coordinator.

Demonstrated experience in critically analysing and evaluating information to provide advice on complex issues.

I was recently tasked with conducting analysis, evaluation and review of the DXX’s Risk Management Framework and to compile a comprehensive report outlining findings, recommendations and action steps moving forward. This involved reviewing a number of documents including the existing risk management policy, guidelines, procedures, and risk management registers across the department. I immediately identified the existing framework lacked alignment – large gaps were identified – on how particular elements of the framework did not align with each other. Also, analysis revealed the department’s RR Group was working in line with an existing constitution/guideline which was misleading in terms of what their specific roles and responsibilities entailed – this area needed to be clearly defined. I outlined the key issues in the report and provided recommendations on how to align these elements. The report was sent to the Principal Auditor who then presented the findings outlined in the report to the Chief Executive for XX. The report was accepted and the Principal Auditor plans to table it at the next auditor general meeting. Furthermore, based on my recommendations, the Principal Auditor rewrote the RR Group’s charter to clearly define roles and responsibilities.

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Annie Cerone