It takes a large community to implement a change initiative. In this video, Bob McGannon explores how to support the change champions in your change community. Learn about substantial elements to manage your change champions, including selection, training and providing support throughout the change journey.
- No matter how gifted they are, no one individual can implement a change initiative. You need to build a change community with the right make up, training and support to successfully navigate substantial business change. The foundation of your change community is the user champion. Often called the change champion or department champion, they're given the mission to understand your change agenda absorb the change, test the results and integrate those changes into their department.
There are three substantial elements when managing your champions. First, is the selection of the right people to serve as champions. Next is training these individuals so they can support you and the business appropriately. And last is supporting these champions throughout your change initiative. Let's take a closer look at each of these elements starting with selection. Selecting the right champions is crucial. Look for people who are enthusiastic about the change.
However, enthusiasm is not the only criteria. They need to balance it with a healthy bit of skepticism to protect the business. You don't want unbridled enthusiasm to blind your champions regarding issues your changes may cause. Along with enthusiasm, champions will have to work with others in their department. Choose someone who is respected by the their peers. In addition, since they'll be assisting you with training, their ability to work with others is essential. As you can see, this is a challenging set of criteria.
So work with your senior managers closely on freeing up good champions so they can support your change program. Once you've selected your champions, it's time to train them. Training in a change initiative is almost an ongoing process. Here are the primary change sessions required to ensure you have equipped and capable champions on your team. First is orientation training, which insures your champions know what you're doing and how you'll go about making changes.
Solution development training provides greater details on each change allowing your champions to help you evaluate the change approaches. It's important they ensure their piece of the business will not suffer from any changes you make. Next is testing, or assessment training. Which allows your champions to test the changed business elements appropriately and thoroughly. This training is also important to help your champions train others in their department. And last, support systems training.
Your change champions will require in depth help and support in order to complete their tasks. They must also know how to raise concerns or issues they encounter. After selection and training, the job of working with your champions is far from complete. You need to support that throughout your change initiative. This includes the means to record concerns or issues in a concise and simple manner. You must also establish expectations for how those concerns and issues will be addressed and how the champions need to be involved in implementing solutions.
In addition, help your champions share ideas and know how to properly evaluate any change concepts being considered. And give your champions access to materials to assist them in training others in their department. Since training others is a particular skill, support from expert trainers can be important if your change is substantial. As you can see, champions are a large part of your change initiative. In fact, they're the most important part of your change community.
Select and treat them properly and your business changes will live up to your expectations.
- Understanding the levels of change management
- Working through the five phases of change management
- Creating a change plan
- Communicating change
- Implementing change
- Managing risk
- Reinforcing change
- Evaluating the change
- Guiding individuals through change