Why You Need Change Champions in Your Organisation:

In looking back at the major change processes I have been involved in over the last 20 years one thing stands out as a key success factor – the need for champions who can provide the right style of leadership to advocate, catalyse and support change processes so they achieve real impacts.

By that I mean leaders who are able to engage and support people from diverse groups in developing a common purpose and then help galvanise the collective group to achieve shared ownership of the initiative.  Leaders that can influence people to get ‘on board’ and inspire larger groups to look at the whole system and not just focus on their own area of operation or sphere of influence.

As we move into a new era seeking greater transformational change the need for ‘change champions’ will become even greater. Their role will become even more significant in motivating and mobilising groups of people to tackle major social, economic and environmental challenges.

So what sets these change champions apart from others? What leadership skills do they display as the change process progresses?

In the early stages of a change process champions play a critical role in being able to see the bigger picture and what may be possible if major change was to occur. They have an innate ability to be able to translate this vision for the future into language and stories that capture people’s imagination. In doing so they are able to influence people to embrace change rather than fear it.

Champions will also be able to initiate and drive the key discussions needed to mobilise the initiative and enable the early stage conversations that are needed. They are masters of engagement at all levels of organisations and communities and know how to bring everyone along together in the process.

As the change process evolves they are able to step back when needed. They understand that change processes may be initiated by one organisation or individual, however, they need to be collectively owned if they are to succeed. Change champions know how to transition from this individual ownership to collective or shared ownership. They understand the mindset shift that is required to move people from engagement, to commitment and then shared ownership.

Change champions also understand the need to co design solutions and their focus is more around asking questions than imposing ideas or solutions onto others. Importantly they see the need to let go of preconceived ideas and to take risks when needed. In this way they are open to emergent paths for how the change process proceeds.

As the change initiative moves into the delivery stage the need for champions changes to more of an advocating and supportive role. Through any long-term change process it is important to maintain momentum and enthusiasm even though there may be many changes of personnel over time. Having change champions that can continue to advocate and support the process can be a real asset in securing long term funding support and profile that may be necessary to embed the outcomes of the initiative into organisations or communities.

So if you are about to be involved in a large-scale transformational change initiative you may want to start thinking of who your change champions will be?