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How can you create culture change champions?

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Culture change is a complex and challenging process that requires the involvement and commitment of everyone in the organization. However, some people are more influential and enthusiastic than others when it comes to driving and sustaining change. These are the culture change champions, and they can make a big difference in the success of your culture change initiative. But how can you create and empower them? Here are some tips to help you identify, recruit, and support culture change champions in your organization.

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Kathy Hilyard

Facilitating leadership we need for the times we are in, working with leadership groups to lead cultures where people…

1 Find the right people

The first step is to find the people who have the potential and willingness to be culture change champions. These are the people who share your vision and values, who have a positive and proactive attitude, who have strong communication and interpersonal skills, and who have credibility and trust among their peers and leaders. You can use various methods to find them, such as surveys, interviews, nominations, or observations. Look for people from different levels, functions, and backgrounds to ensure diversity and representation.

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Rugare Nyandoro

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Make sure that they can commit the time and energy required to be a change champion, look at their previous commitment to tasks and responsibilities outside of their normal day job to assess whether they will fully commit.

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2 Communicate the purpose and benefits

The next step is to communicate the purpose and benefits of being a culture change champion to the people you have identified. Explain why culture change is important and necessary for the organization, what are the goals and expectations of the change initiative, and how being a champion can help them achieve personal and professional growth. Highlight the positive impact they can have on their colleagues and the organization, and the recognition and support they will receive. Make sure to address any concerns or questions they may have, and invite them to join the champion team.

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3 Provide training and resources

The third step is to provide training and resources to the culture change champions to equip them with the knowledge and skills they need to perform their role effectively. Depending on the scope and nature of the change initiative, you may need to train them on topics such as change management principles, culture assessment and diagnosis, communication and feedback techniques, resistance and conflict management, coaching and mentoring, and action planning and evaluation. You may also need to provide them with tools and materials, such as guides, templates, checklists, and case studies, to help them plan and execute their change activities.

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4 Empower and support them

The fourth step is to empower and support the culture change champions to enable them to take ownership and initiative in leading and facilitating change. Give them the autonomy and authority to make decisions and take actions that are aligned with the change vision and strategy. Encourage them to be creative and innovative in finding solutions and opportunities for improvement. Provide them with regular feedback and coaching to help them overcome challenges and learn from their experiences. Celebrate their achievements and successes, and recognize their contributions and efforts.

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5 Create a community of practice

The fifth step is to create a community of practice among the culture change champions to foster collaboration and learning. A community of practice is a group of people who share a common interest or passion, and who interact regularly to exchange ideas, insights, and best practices. You can create a community of practice by organizing meetings, workshops, webinars, forums, or social media groups, where the champions can network, share, learn, and support each other. You can also invite external experts, guest speakers, or mentors to provide guidance and inspiration.

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6 Evaluate and adjust

The sixth step is to evaluate and adjust your culture change champion program to ensure its effectiveness and sustainability. You can use various methods to measure the impact and outcomes of the champion activities, such as surveys, interviews, focus groups, observations, or metrics. You can also solicit feedback from the champions themselves, their colleagues, and their leaders, to assess their satisfaction, engagement, and performance. Based on the results, you can identify the strengths and weaknesses of the program, and make adjustments as needed to improve its quality and relevance.

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Kathy Hilyard

Facilitating leadership we need for the times we are in, working with leadership groups to lead cultures where people make progress and thrive, crafting collective, collaborative, purpose driven organisations.
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I think the idea of champions is a legitimate strategy however in complex change it might be more appropriate to think of culture change in similar ways to creating a social movement - so more about listening to all the different perspectives, building capacity for adaptation and deep listening to all views and working on mobilizing networks around a set of ideals and aspirations about culture - this requires skilled facilitation and leadership to create conditions for people to engage and make progress in their individual and collective spheres of influence ..

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create culture change champions?

1

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3

4

5

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1 Find the right people

2 Communicate the purpose and benefits

3 Provide training and resources

4 Empower and support them

5 Create a community of practice

6 Evaluate and adjust

7 Here’s what else to consider

Culture Change

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How can you create culture change champions?

1

2

3

4

5

6

7

1 Find the right people

2 Communicate the purpose and benefits

3 Provide training and resources

4 Empower and support them

5 Create a community of practice

6 Evaluate and adjust

7 Here’s what else to consider

Culture Change

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