How do you train other change leaders?

1 Identify potential change leaders

The first step is to identify who among your staff, peers, or stakeholders has the potential to become a change leader. Look for people who have a positive attitude, a growth mindset, a strong sense of purpose, and a willingness to learn and collaborate. You can also use assessments, surveys, or interviews to evaluate their change readiness, skills, and competencies. Once you have a pool of candidates, you can select the ones who best fit your change vision and goals.

3 Create a change leadership network

The third step is to create a network of change leaders who can support each other and share best practices. You can use platforms, such as intranet, social media, or online forums, to facilitate communication and collaboration among your change leaders. You can also organize regular meetings, events, or activities to foster trust, feedback, and recognition. The goal is to build a community of change leaders who can inspire and influence others to embrace and adopt change.

4 Assign change leadership projects

The fourth step is to assign real or simulated projects to your change leaders that allow them to apply and demonstrate their change leadership skills. You can choose projects that are relevant, meaningful, and challenging for them, and that align with your change objectives and outcomes. You can also provide guidance, resources, and support as needed, but let them take ownership and accountability for their projects. The aim is to give them opportunities to learn by doing and to showcase their achievements.

5 Evaluate and reward change leadership performance

The fifth step is to evaluate and reward your change leaders based on their performance and results. You can use metrics, indicators, or feedback to measure their impact and effectiveness as change leaders. You can also use incentives, recognition, or career development to motivate and appreciate them. The purpose is to acknowledge and celebrate their contributions and to encourage them to continue improving and growing as change leaders.

6 Nurture a change leadership culture

The final step is to nurture a culture that values and promotes change leadership across the organization. You can do this by modeling and reinforcing the behaviors and attitudes that you expect from your change leaders. You can also involve and empower them in decision making, problem solving, and innovation. You can also advocate and communicate the importance and benefits of change leadership to other leaders, managers, and employees. The vision is to create a culture that fosters and sustains change leadership at all levels.

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?