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How can you train others to be change agents?

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Change is inevitable, but not everyone is ready or willing to embrace it. As a change management leader, you need to train others to be change agents who can support and drive change initiatives in your organization. Change agents are people who have the skills, knowledge, and attitude to influence and inspire others to adopt new ways of working. In this article, you will learn how to train others to be change agents by following these four steps:

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1 Assess their readiness

Before you start training others to be change agents, you need to assess their readiness and willingness to learn and change. You can use tools such as surveys, interviews, or focus groups to gather feedback and insights from your potential change agents. You want to identify their current level of awareness, understanding, and commitment to the change goals, as well as their strengths, weaknesses, and areas of improvement. Based on your assessment, you can tailor your training approach and content to suit their needs and preferences.

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Stan Horwitz

Senior Director & Head of Transformation, Change & Change Management (Chartered Fellow CIPD & M.Com) - GBS, Finance & HR transformation | Digitalisation & AI | TOM Ideating and delivering, positive, impactful change.
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We need to start at the very beginning. Why? Because its a very good place to start! This is the wrong question. We are not talking of 007!!! Change isn't a mission, a plot to be win some secret warfare. So AI written article requiring my human response, loose the term Change Agent from your database of change terms. Please.... let's talk of engagement, authenticity, RACI, Change Champions and then we can have human discussions.

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Mirko Borkowski

Global Supply Manager | Driving Efficiency, Innovation & Excellence in Supply Chains | MBA
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In my experience, assessing the readiness of potential change agents has been pivotal for their effectiveness. For instance, when preparing a team for a process overhaul, we used surveys to identify gaps in their understanding and gauge their willingness to embrace the change. I agree that tailoring training is essential, but I'd also emphasize the ongoing nature of this process. Regularly reassessing agents' progress and adapting training materials based on their evolving needs ensures that they stay equipped to handle the complexities of change management effectively.

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2 Develop their skills

The next step is to develop the skills that your change agents need to perform their role effectively. Some of the key skills that change agents should have are communication, collaboration, problem-solving, creativity, and resilience. You can use various methods to train your change agents, such as workshops, coaching, mentoring, online courses, or simulations. You want to provide them with practical and relevant learning experiences that can help them apply their skills in real-life situations. You also want to encourage them to practice and reflect on their learning outcomes and feedback.

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3 Empower their actions

Once your change agents have developed their skills, you need to empower them to take action and lead the change. You can do this by providing them with clear expectations, roles, and responsibilities, as well as the necessary resources, support, and recognition. You want to create a culture of trust and empowerment, where your change agents can make decisions, take risks, and learn from their mistakes. You also want to involve them in the planning, execution, and evaluation of the change initiatives, and give them opportunities to share their ideas, insights, and best practices.

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Bill Kirst

Leading Change in the Era of AI | Storyteller | Poet | Adobe | Podcast Host - "Coffee & Change" | ex-Microsoft, IBM
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Autonomy, mastery and purpose is a powerful combination that you can entrust in your change agents with along the way. Once you have nominated, selected and onboarded your early adopters, problem solvers and creative thinkers, do all you can to remove barriers to their natural inclination to help others. Provide guiding principles, build habits in trust, allow for experimentation, and leave a lot of room for learning. Failure is almost a guarantee in this line of work, so make sure to bestow plenty of grace on your teams and yourself. As long as you are learning and failing forward together, growth will occur. Inclusion matters more than ever when asking others to donate their time, offer their assistance and provide their skillsets.

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4 Sustain their motivation

The final step is to sustain the motivation and engagement of your change agents throughout the change process. You can do this by creating a sense of purpose, vision, and values that align with the change goals and resonate with your change agents. You want to communicate regularly and transparently with your change agents, and acknowledge their efforts, achievements, and challenges. You also want to foster a community of change agents, where they can connect, collaborate, and support each other.

By following these four steps, you can train others to be change agents who can make a positive difference in your organization. Change agents are not only valuable for implementing change, but also for creating a culture of continuous improvement and innovation.

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Bill Kirst

Leading Change in the Era of AI | Storyteller | Poet | Adobe | Podcast Host - "Coffee & Change" | ex-Microsoft, IBM
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Don't overlook the small but significant measures to celebrate the contributions of your change agents. Try using the "Praise" feature in Microsoft Teams to share words of encouragement and appreciation with a change agent for going the extra mile. And always illuminate the vision and purpose of the greater change in their work, brought to life in their actions, engagement and inquiries. Community matters more than ever in a digital first world. Remember, no one wants to take on change alone. So, while taking care of those going through the change, don't forget to care for those who are doing the caring...the change agents. Let them nourish one another by sharing their successes and failures. You go farther when you go together.

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5 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 train others to be change agents?

1

2

3

4

5

1 Assess their readiness

2 Develop their skills

3 Empower their actions

4 Sustain their motivation

5 Here’s what else to consider

Change Management

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How can you train others to be change agents?

1

2

3

4

5

1 Assess their readiness

2 Develop their skills

3 Empower their actions

4 Sustain their motivation

5 Here’s what else to consider

Change Management

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