There’s nothing so specific as things changing in the workplace, whether it’s a change of direction for the business, the need to downsize, new technology, or a new chief executive. Real change needs to be transformational, so the role of a change champion is fundamental to creating that level of change.
We all know that change brings stress and uncertainty with it. We also know that some within the workplace will find it overwhelming, while others will embrace it and be excited by it. It can be difficult for a leader to know how to help those who struggle with the challenge of change. It’s even more difficult at times to change attitudes. People judge the value of change and decide whether they see it as a positive or negative thing.
The Role of a Change Champion in Achieving Transformational Change
The role of a change champion is hands-on. They actively advocate for transformation at every organisational level. They build networks of allies and key stakeholders to create momentum for change. In every interaction, they highlight the benefits, ensuring everyone understands “What’s in it for me?” Change champions bridge leadership’s vision with on-the-ground realities, keeping everyone connected to the transformation goals.
They apply change management tools, like ADKAR or Kotter’s 8-Step Model, to guide the process in structured phases. They regularly assess readiness, address resistance, and celebrate wins to keep spirits high. A Change Champion connects with all departments to understand needs and identify areas needing clarity or support. When challenges arise, they provide solutions, often gathering input from others to create fresh ideas.
They create spaces for employees to give feedback, encouraging involvement and ownership of the change. Above all, they model resilience, showing that while change is challenging, it brings growth and long-term benefits to all.
A Positive Perception Of Change
In today’s modern world, making organisational changes may result in anxiety, frustration, and fear among the affected employees and other key players. This is where the role of a change champion or consultant who knows how to roll out specific change management processes enters the picture.
Generally, transformational change can lead to a competitive advantage for organisations. With this systematic approach in place, organisations can support their staff. Additionally, they can reinforce new behaviour methods by implementing new initiatives and processes. With the help of people who can efficiently execute change management in the workplace, organisations will know what it takes to establish new habits, skills, and behaviours for employees that drive desirable business outcomes and ultimate success.
There’s no question about how crucial transformational change is to businesses. So, if you’re tasked to make it happen within your organisation, you should start searching for ways to implement it more effectively. Perhaps what can help you as a leader is to look out for individuals who have positively perceived the change. They should harness their motivation and positivity to try and help bring along those who feel more negative. We might call these people champions for change. The closer the role of a change champion is to the critical stakeholders in the change, the greater the chances of success.
The Volunteer Army Of Change Champions
In his book Accelerate, John Kotter expands on his seminal change theory and introduces a dual operating system concept. This Model emphasises the standard hierarchical structure for efficiency and a network-like structure for agility, operating simultaneously. Change champions, or what Kotter calls a “volunteer army,” play a significant role here.
Kotter’s “volunteer army” is essentially change champions who rally around a shared opportunity. They spread the vision and drive the strategic initiatives that address this opportunity. They operate outside the day-to-day organisational structure and are driven by a shared sense of urgency, co-creating and co-owning the change. This dynamic, passion-driven network can quickly assess the environment, adapt, and drive change faster than a traditional hierarchical system.
Kotter believes this network, coupled with the hierarchy, is the key to an organisation’s capacity to handle strategic challenges and change quickly and effectively. As such, his stance on change champions, as encapsulated in the idea of the “volunteer army”, is that they are beneficial and essential to accelerating change. They leverage their enthusiasm, commitment, and cross-organisational connections to help the organisation adapt, innovate, and succeed in an ever-changing environment.
The Role Of A Change Champion – Key Characteristics
As set out earlier, the role of a change champion is integral to successful organisational transformation. A change champion guides and motivates others while staying deeply committed to the organisation’s values and long-term vision. Here’s a closer look at the characteristics that define an influential change champion, with the essential qualities, skills, and mindset that enable them to facilitate change smoothly and effectively.
1. A Willingness to Listen to New Ideas
A change champion thrives on openness and a willingness to listen. They’re genuinely interested in new ideas, feedback, and perspectives from all levels of the organisation. They use this openness to fuel creativity, staying flexible and prepared to move away from “the way things have always been done.” They’re adept with change management tools that guide transitions effectively, ensuring that the organisation can adapt with minimal resistance and achieve desired outcomes.
2. Influence and Credibility
A change champion is someone others trust and look up to. Known for their credibility, they act as a bridge between the change initiative and the broader employee base, helping to build a coalition of support across the organisation. By establishing a sense of urgency and rallying others, they foster the momentum needed to bring change to life. This approach aligns with Kotter’s 8-Step Change Model, which underscores the importance of building a solid coalition to support change.
3. Networking Savvy
Skilled networkers and change champions connect across departments and functions, bringing diverse voices together. They foster a positive, collaborative atmosphere where people feel valued and included, creating more opportunities for meaningful connections. This ability to build relationships and trust is essential for implementing change, as they know that solid networks make for smoother transitions.
4. Focus on Solutions, Not Problems
Rather than dwelling on setbacks or assigning blame, a change champion is solution-focused. They bring forward options and constructive ideas when things go off track, seeing challenges as opportunities to improve. This practical focus allows them to keep the change initiative moving forward, empowering others to contribute ideas without fear of failure.
5. A Deep Understanding of the Organisation
Effective change champions understand their organisation’s culture, strengths, and challenges. They stay attuned to the “pulse” of the workplace, recognising areas where communication or clarification might be needed. This understanding helps them anticipate reactions to change, address concerns proactively, and communicate in ways that resonate with the organisation’s unique culture.
6. Comfort with Taking Risks
Change champions recognise that risk-taking is part of growth and aren’t afraid to enter uncharted territory. They understand that taking calculated risks can lead to breakthroughs, and they’re willing to learn from the outcomes, whether successful or not. This resilience in uncertainty allows them to lead confidently, even when change feels challenging.
7. An Ability to Communicate the Positives
One of the critical roles of a change champion is to communicate the benefits of change in ways relevant to individuals and teams. They answer the all-important question, “What’s in it for me?” by translating the broader change outcomes into tangible positives for people. This skill encourages acceptance and enthusiasm for the change as people begin to see the direct benefits to themselves and their teams.
8. Not Afraid to Seek help
Great change champions understand the value of collaboration and are comfortable reaching out for help when needed. They know that their strength lies in collective effort, drawing from the experiences of mentors, team members, or other leaders. This openness to learning from others enriches their approach and supports more inclusive, well-rounded change initiatives.
9. People-Centred and Empathetic
Effective change champions are people-focused. While they are passionate about the change, they are equally sensitive to its impact on others. Their empathy allows them to relate to the concerns and emotions of their colleagues, which in turn helps them address resistance with compassion. This focus on people fosters trust and ensures that the change is as considerate as it is impactful.
10. Resilience and Perseverance
Champions of change possess the resilience needed to navigate resistance, setbacks, and inevitable challenges. They view obstacles as part of the process, finding ways to learn and adapt rather than becoming discouraged. This resilience is critical in maintaining momentum and inspiring others to stay committed, even when the road gets bumpy.
11. Comfortable Speaking Up
A change champion is not afraid to voice concerns or offer feedback to leaders when something could be improved. Their role involves advocating for the change initiative, but they also recognise the importance of addressing areas where improvement is needed. This willingness to speak up helps leaders make adjustments that strengthen the change initiative and ensure it’s on the right path.
12. Solutions-Oriented Mindset
A change champion is all about solutions. They bring practical options to the table, focusing on what can be done to address challenges rather than dwelling on what went wrong. This proactive approach allows them to keep the focus on progress and create an atmosphere where everyone feels they can contribute constructively.
13. Strong Values-Driven Approach
Finally, a change champion is deeply values-driven. Regardless of their challenges, they remain committed to their core values and the organisation’s principles. This commitment to integrity enhances their credibility. It reassures others that the change initiative is aligned with the organisation’s fundamental beliefs.
14. Adaptability and Growth Mindset
Change champions approach every situation with a growth mindset. They see change as an opportunity to learn and grow, and they bring that mindset to their interactions with others. This adaptability allows them to navigate the unexpected, respond flexibly to feedback, and adjust their strategies to stay effective.
In essence, the role of a change champion is multifaceted, encompassing both strategic insight and interpersonal skills. They are leaders who inspire others to embrace transformation by setting an example of openness, adaptability, and resilience. Through networking, empathy, and a values-driven approach, change champions ensure that change doesn’t just happen. They make sure it happens in a way that strengthens the organisation from the inside out.
A change champion can make a crucial impact on the outcomes of a change management programme. But it is not enough to nominate a change champion and then expect them to get on with it. To play their role well, they must be managed, developed, supported and allowed to create transformational change.
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