How can you use change champions to support culture change?

1 What are change champions?

Change champions are people who have a high level of credibility, trust, and respect within the organization, and who are willing to advocate for and facilitate the change process. They are not necessarily managers or leaders, but rather peers or colleagues who can communicate effectively, motivate others, and provide feedback and support. Change champions are not just cheerleaders or spokespersons, but also role models and problem solvers who can demonstrate the benefits and value of the change and address any concerns or issues that may arise.

3 How can you identify change champions?

To identify potential change champions, you need to look for people who are passionate and enthusiastic about the change, have a positive attitude and growth mindset, strong communication and interpersonal skills, a wide network of relationships, a high level of influence and respect, an understanding of the organizational culture and dynamics, adaptability to changing situations and expectations, and proactivity in finding solutions. Various methods can be used to identify change champions including asking for nominations or referrals from managers or employees, conducting surveys or interviews to assess the level of interest and readiness for the change, observing behavior and performance during the change process, or inviting volunteers or self-nominations from employees.

4 How can you recruit change champions?

In order to recruit change champions, it is essential to communicate the value proposition and expectations of the role. Explain why the change is necessary and beneficial, what the vision and goals are, and how they will be measured and achieved. Additionally, describe the role and responsibilities of the change champions, as well as the benefits and rewards of being a change champion and how they will be recognized and supported. Furthermore, provide training and coaching for the change champions, as well as access to resources and tools. Address any potential concerns or objections that the change champions may have regarding their current work and priorities, resistance or conflict from peers or managers, or uncertainty or ambiguity of the change process. To recruit change champions, use various channels such as emails/newsletters with an invitation to join the team, hold meetings/workshops to present details/role expectations, create videos/podcasts with testimonials/stories from existing/previous champions, or organize events/activities to showcase achievements/contributions.

5 How can you empower change champions?

To empower change champions, you need to provide them with the necessary skills, knowledge, and resources to perform their role effectively and confidently. This includes training them on the change content and process, coaching them on the change skills and behaviors, equipping them with the change tools and materials, involving them in the change decisions and actions, and empowering them to act autonomously and creatively. Additionally, it is important to support and appreciate them throughout the process by communicating regularly and transparently, recognizing and rewarding their efforts frequently and sincerely, and encouraging and inspiring them continuously in a positive way. By identifying, recruiting, and empowering change champions, you can leverage their enthusiasm, influence, and commitment to create a positive and lasting culture change.