When it comes to organization change, the process is hard. It needs the efforts of a responsible change team, executive support, and meticulous planning. Organization change, however, is all about altering a specific type of business. The details of a retail clothing business are going to be profoundly different from the details of a boat manufacturing business. On the team, there has to be someone who’s an expert in change, and there has to be someone who has technical expertise as well. The important and urgent question becomes, in a specific business, who will take on the tasks and responsibilities of the subject matter expert?

This is a situation in which it can be tempting to fall back on resumes. After all, the resume shows the background of the person, as well as his training, skills and experience. This is unfortunate, because resumes are generally a poor indicator of the real subject matter expertise of a person needed for organization change, inspite of all the focus given to them in business. Like for instance, if you compare two resumes, and both people have the same years of experience and education in the subject, then either of them can be a good subject matter expert, right? But let’s say, the first candidate has only been working through the motions enough to be called an expert while the second candidate has been very attached and passionate about the business since the first day. If this is the case, most change teams would opt for the second candidate.

To choose candidate B and get him on board the organization change, one has to look past the resume and get to know him on a personal level. It means asking around in the company for the technical expert who has “the business in their bones.” Don’t worry. This person is going to be known as the expert. These are the people who tend to bring not only credentials and experience, but an intuition about the business honed over years of dedicated attention. They will provide honest recommendations without feeling the need of a formula. Getting this person on board to be the technical expert for an organization change will almost assure that the project won’t get hung up over a technical detail.

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