How do you identify and engage cross-functional champions and influencers for change?

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Cross-functional coordination is essential for any change initiative that involves multiple teams, departments, or stakeholders. However, it can also be challenging to align everyone on the same vision, goals, and actions. That's why you need to identify and engage cross-functional champions and influencers for change. These are the people who can help you communicate, persuade, and collaborate with others across the organization. Here are some tips on how to find and leverage them for your change project.

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1 Define your change objectives

Before you look for champions and influencers, you need to have a clear idea of what you want to achieve with your change initiative. What is the problem you are trying to solve? What is the desired outcome? What are the benefits and risks of the change? How will you measure success? Having a clear and compelling change story will help you attract and motivate potential allies.

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Paul Eder, PhD

I Lead You to New Insights | Strategy Consulting, Artificial Intelligence, & Data Innovation | Author of FIRESTARTERS
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Change by its nature meets resistance. Your goal is to identify influential people across functions who will support your change.

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2 Map your stakeholder network

Next, you need to identify who are the key stakeholders for your change initiative. These are the people who have a high interest or influence on the change, or who will be affected by it. You can use a stakeholder analysis tool to map them according to their level of power and interest, and categorize them as supporters, neutrals, or resistors. This will help you prioritize who to engage and how to tailor your communication and engagement strategies.

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3 Identify potential champions and influencers

Among your stakeholders, you want to look for potential champions and influencers who can help you drive the change forward. Champions are the people who are enthusiastic, committed, and capable of leading the change in their areas. They can act as role models, advocates, and facilitators for the change. Influencers are the people who have a lot of credibility, trust, and authority among their peers or other stakeholders. They can help you spread the word, persuade others, and overcome resistance.

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Rich Gassen

Creating Opportunities for Greatness—Removing barriers so others can perform at their best. | Print Production Mgr | Owner, Flying Button Design | Chair of UW Campus Supervisors Network | BizCatalyst360 Contributor
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This is a very important part of a change management initiative — you cannot be everywhere all the time, and having other people on your team as cheerleaders for the project will help solidify the message and create buy-in for those on the fringes. There is also the dimension of messaging from leadership vs. peers, so having people "in the trenches" who are early adopters of change will help disseminate the message to their peers in a more trusting way than coming from upper management in some cases.

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4 Build relationships and trust

Once you have identified your potential champions and influencers, you need to build relationships and trust with them. Share your change story and objectives, and explain why they are important and relevant for them and the organization. Make sure to listen to their feedback, concerns, and suggestions, and address them in a respectful and constructive way. Invite them to join your change team or coalition, giving them a meaningful role and responsibility in the change process. Additionally, provide them with regular updates, recognition, and support, as well as celebrate their achievements and contributions.

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Rich Gassen

Creating Opportunities for Greatness—Removing barriers so others can perform at their best. | Print Production Mgr | Owner, Flying Button Design | Chair of UW Campus Supervisors Network | BizCatalyst360 Contributor
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Trust is developed through interaction and relationship building. The hope is that this trust has been established well before the change initiative is presented to the potential influencers, so you can go to the next steps of getting buy-in from these crucial players. Trust is built by ensuring psychological safety and empathy for people and their situations in and out of the workplace. If you start trying to build trust at the onset of a change management project, you may come across as inauthentic or fake.

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5 Empower them to act

Finally, you need to empower your champions and influencers to act as change agents in their own spheres of influence. To do this, you should provide them with the resources, tools, and information they need to communicate and implement the change effectively. Furthermore, it is important to encourage them to share their stories, experiences, and best practices with others and enable them to identify and resolve any issues or conflicts that may arise during the change process. Additionally, you should solicit their feedback, input, and ideas for improvement and incorporate them into your change plan. By engaging cross-functional champions and influencers for change, you can increase your chances of success and create a positive change culture in your organization.

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6 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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Rich Gassen

Creating Opportunities for Greatness—Removing barriers so others can perform at their best. | Print Production Mgr | Owner, Flying Button Design | Chair of UW Campus Supervisors Network | BizCatalyst360 Contributor
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Communicate early and often. Transparency about changes to a project's timeline, scope, or other factors should be shared soon so people continue to trust your messaging and not find flaws or inconsistencies in the project. It's also important to share the unknowns: parts of a change initiative that are not yet figured out, so as they become apparent you can present those facts too.

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How do you identify and engage cross-functional champions and influencers for change?

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1 Define your change objectives

2 Map your stakeholder network

3 Identify potential champions and influencers

4 Build relationships and trust

5 Empower them to act

6 Here’s what else to consider

Cross-functional Coordination

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