G Behavioural competence HF-D5.4-003 transversal 8 skills

Adapting to change

Adopts new working methods, systems or structures, lets go of old routines and helps make the change work within own work.

How hrmforce measures this

Behaviour-based interview with fixed questions and a rating scale per question.

This is a selection criterion, not a short-term development goal. Do not put a three-month development plan on it.

Level	Behaviour at this level
N1 Guided	Follows the new work instruction after being shown it and reports where the old routine still creeps back in. works under supervision and follows instruction · routine, one variable at a time · own task
N3 Proficient	Puts a new working method into own process, helps colleagues get going and reports snags together with a proposal. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process
N5 Leading	Determines the direction of change for the organisation and ensures new working methods are adopted down to daily practice. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession

N2 and N4 are deliberately not anchored. Raters place them between the anchors, following the O*NET convention.

These skills inherit the assessment route and the behavioural anchors of this construct.

T	Skill	Definition	Demand outlook 2026 to 2030
G	Adopting a new system System adoption	Doing own work in the new package after a system change and abandoning the old route.	rising
G	Letting go of an old routine Unlearning routines	Stopping a familiar working method as soon as a new agreement or procedure takes effect.	rising
V	Following instruction for a new way of working Training uptake	Attending the training or explanation offered and applying the new steps directly in the work.	rising
V	Helping colleagues with a new way of working Change champion	Showing colleagues on the floor how the new steps work and answering their questions.	rising
V	Reporting an improvement during implementation Implementation feedback	Reporting bottlenecks with a proposal to the project team while a new way of working is introduced.	rising
V	Reorganising own tasks after a restructure Task realignment	Working out after a structural change which tasks stay, lapse or move to others.	rising
V	Working according to a new protocol Protocol adoption	Applying a new protocol or guideline in daily practice and recording any deviations.	rising
V	Naming the effect of a change Personal impact analysis	Writing down which own tasks change and what support you need when a change is announced.	rising