Design the change
How design the change are reshaped as AGI capability advances.
The bottom line
Roughly 85% of the work in Design the change is information-shaped — already within reach of AI delivery. The question here is not whether it shifts, but which tasks go first and who staffs the residual.
Why: With no child occupations seeded, this score derives entirely from the 'Manage change' lens and the process description. The core activities—developing plans, establishing metrics, clarifying roles, and identifying budgets—are purely cognitive, information-transformation tasks that require no physical value-producing steps, placing this work firmly in the digital band.
grounded in the economy graph · digital scalar 0.85 · digital
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How the work flows
Trigger: A strategic change initiative is approved and requires a structured adoption and implementation plan.
- Develop change management and communication plans
- Design training and rewards programs
- Establish metrics for measuring change adoption
- Clarify new employee roles and responsibilities
- Identify and allocate budgets for the change initiative
Outcome: Comprehensive plans for change management, communication, training, and rewards are finalized alongside approved budgets and defined adoption metrics.