Change

Management
for
Constitutional
ism
A Toolkit for Promoting
Constitutionalism Through
Change Management

Consultant: Eva Muthuuri

CIC
The

institution charged with overseeing

the implementation of the Constitution.
CIC provides technical backstopping to
public institutions to undertake these
three stages.
Commissioned a consultant to develop a
Change management Toolkit for
Promoting Constitutionalism

Coverage

Centralized
(FromNairobi)

(All 47Coun es)

Approach

Risk-Based

Rights-Based

Leadership

Patronizing

Transforming

Service
Delivery

Fron ersof Cons tu onal Change

Regula on

Facilita on

(BusinessFirst)

(Controlling)

(Compliance)

Devolved

(ConsumersFirst)

(Accountable)

(Excellence)

Strategic Direction for

Constitutional Change Management

Goal:

To inculcate constitutional values and principles in the service

delivery and operations of a public institution, and to ensure
that the institution defends, respects and upholds the letter
and spirit of the Constitution.

1.

2.

Outcomes:
Constitutional values and principles modeled by the
employees of the institution and other actors within its
sector/industry.
Employees of the institution and other actors within its
sector/industry appreciate and take up their role in
implementing the Constitution of Kenya 2010 .

Constitutionalism through
Change Management
Objectives

This toolkit seeks to provide guidance to public

institutions on how to develop a strategy for Change
Management for Constitutionalism and how to
effectively manage change for constitutionalism.

Target

of the Toolkit

Audience

Institutional managers and change champions at

the organizational level. It will also act an
information material on how to manage
constitutional change for any other interested
persons.

Basics of Change Management

INFOMATION PASSING

Implementing Change Management for

Constitutionalism (3 stages & 5 steps)
Stage 1 Setting the stage for Change

Step 1: Setting the Agenda for Change

Step 2: Building Support Internally and Externally

Information development and passing

Stage 2 Managing the Change and

Transformation

Step 3: Roll Out for Implementing the Change Process

Transformation and motivation

Stage 3 Measuring the Change and

Transformation

Step 4: Measuring
Step 5: Reporting Plan

Monitoring

Information Passing
1. Describing The Ideal Public Service
11 Articles of the Constitution
Article

10 (Shared Values)

Article

41 (Labour Relations)

Article

73 (Responsibility and Leadership)

Article

74 (Oath of the Office of State Officers)

Article

75 (Conduct of State Officers)

Article

76 (Financial Probity of State Officers)

Article

232 (Values and Principles of Public Service)

Article

234 (Functions and Powers of the Public Service Commission)

Article

235 (Staffing for the County Government)

Article

236 ( Protection of a Public Officer)

Article

259 ( Interpretation of the Constitution

Its essential to understand both the desired future (as described in the 11 articles of the constitution above) and the
current status, so as to gain a clear picture of the magnitude and nature of the gap that must be closed to achieve
change

3 crucial questions for the

transformative action

What does ideal state of constitutional

compliance look like for us and our
sector/industry?
(see the 11 articles)

Where are we now?

(use the constitutional audit tool)

What do we need to move from where we are

now to the ideal state of constitutional
compliance?
(The 3stage and 5 steps process)

The Transformation Approach

Transformation requires that the change practitioner be willing and able to do the
following:

Address the context as well as the content of information about

the new change process.
In a bureaucratic system like the government a top down approach is
recommended. From the board to the senior management to the
technical experts. The formation of a core group to push the process is
essential.
Transformation or a Reset the persons priorities entrenched in
performance contracting.
Motivation or how the person responds effectively to the change
process putting in place reward and punitive measures in this case
through performance contracting
Clarify the indicators of success and put in place monitoring processes.

Lobby support both internal and external

Stage 1 Setting the stage for Change

Activities:

Identifying the core team of change champions to drive change

Setting the customized change agenda
Leadership orientation
Top Management Training
Staff and Stakeholder Induction
Development of the customized Change Management Strategy

Outputs:

Fostered urgency and collective agreement/ understanding in the

need for change
(1)Change management core team and (2) sector/ industry change
agents appointed
Action plan for implementing the strategy

Stage 2 Managing the Change

Activities:

Implementation of the Change Management for

Constitutionalism Strategy

Recruit Change Champions

The team leader to share the vision and mobilize resources.

The communicator - to create, share and report the change narrative.

The analyst to monitor and evaluate the progress of change .

Outputs:

Finalized change management activities through

the Change Champions

Stage 3 Measuring the Change

Activities:

Monitoring and evaluating the change management for

constitutionalism
Communicating /Reporting the change
Develop the work plans and envisioned change

Outputs:

Set of indicators for measuring the progress of change.

Periodic M&E reports to be submitted to CIC
Learning, reflection and adjusting

The Toolkit
Cluster

Institutions

Central
Support
Ministries

The National Treasury

Ministry of Devolution and Planning
Ministry of Interior and Coordination of National
Government

Central
Support
Ministries

Ministry
Ministry
Ministry
Ministry
Ministry

International
Affairs Ministry

Ministry of Trade and International Affairs

County
Governments

Kisumu County
Eldoret County
Meru County
Nairobi City County
Kilifi County

Parastatals and
State
Corporations

Regional Development Authorities

Water Service Boards
Insurance Regulatory Authority
State Corporations Advisory Committee
Retirement Benefits Authority
Kenya Ports Authority

of
of
of
of
of

Information Communications Technology

Health
Agriculture
Labour
Lands

Change
Management
for
Constitutional
ism

Worksheets

Stage 1
Setting the Stage for
Change

Step 1: Back Ground Preparation in

Setting the Agenda for Change:

Tool 1: Annex 1 Worksheet: Identifying Potential

Change Issues
Tool 2: Annex 2 -Setting the Change Goal
Tool 3: Annex 3. Developing Change Objectives
Tool 4: Annex 4. Developing Change Outputs and
Outcomes
Tool 5: Annex 5. Mapping the Organization onto the
Constitution of Kenya 2010

Tool 6: Annex 6: Worksheet: Identifying

Decision-makers and Influencers

Tool 7: Annex 7: Worksheet: Identifying

Decision-makers Key Interests

Tool 8: Annex 8: Worksheet: Identifying and

addressing the Opposition

Tool 9 : Annex 9: Worksheet: Selecting Partners

Step 2:
Building Support Internally and Externally

Tool 10: Annex 10. Worksheet: Developing a Work Plan

STEP 3: Implementing the Change Process

Tool 11: Annex 11: Worksheet: Taking Inventory of

Assets and Gaps

Tool 12: Annex 12: Worksheet: Overcoming Obstacles

Tool 13: Annex 13. Worksheet: Crafting Change

Messages

Tool 14: Annex 14. Worksheet: Identifying Change

Messengers

Step 4: Measuring
Tool

15: Annex 15: Worksheet: Planning

to Measure Change
Tool 16: Annex 16: Info-sheet: Overview
of Constitutional Change Frontiers
Tool 17: Annex 17: Tool For Conducting A
Constitutional Audit

Step 5: Roll Out and Reporting Plan

Tool

18: Annex 18: The rollout plan

National Levels of Reporting and
Supervision

Tool

19: Annex 19: The Roll Out Plan

Following the Change Management
Pillars

Tool

20: Annex 20: Monitoring and

Reporting Tool for Implementation of The
Change Management Strategy

See The Hand Outs