By Erica North, MA
Change is hard. That’s a fact. As leaders, we see it often - the hesitation, subtle resistance, and even outright pushback. But successful change doesn’t happen through the sheer will of the project team. It requires the contributions and commitment of people across the organization. It happens when people believe in the change, advocate for it, and lead others through it. It happens when you build change champions.
Change champions are promoters of transformation. They’re the influencers, collaborators, and trusted advisors who help others navigate the messy middle of change, aka the “valley of despair”. These individuals don’t necessarily have leadership titles or executive offices. More often than not, change champions are the people who others trust, the co-worker who is known for getting things done, and the colleague others seek out for advice.
When you intentionally identify and effectively leverage change champions, you boost your change efforts, build trust across the organization, and increase change adoption. Let’s dive into the three steps needed to do this effectively.
Step 1: Identify the Right People
Finding the right people is critical when building effective change champions. The key is to look for individuals who:
Have Influence: These are the individuals others listen to and follow naturally. They may or may not have formal authority, but their influence is evident, regardless.
Are Trusted: Credibility is critical. Change champions need a track record of reliability and integrity.
Are Resilient: Change can be tiring, and champions need the energy and mindset to stay positive and persistent throughout the ups and downs of it.
Are Good Communicators: Change champions must be able to understand and effectively articulate the vision to others in order to help them navigate the change.
Pro Tip: Identifying your change champions early is critical. This allows you to involve them early in the process and ensure they’re equipped to lead effectively (see Step 2 below). Using resources, such as a Stakeholder Analysis (more on this below also), to identify potential change champions can make the task more efficient.
Step 2: Build Their Capabilities
Once you have identified your change champions, there may be a tendency to just give them a PowerPoint and hope for the best. Don't do that. They need to be equipped with the skills and tools that will enable them to be successful.
Educate Them: Help them understand the "what," "why," and "how" of the change. Share the vision for the change, the strategy and plan, as well as assessments of change readiness and potential risks.
Engage Them Early: Change champions are most effective when they feel real ownership. Bring them into the early planning and design stages of the change so they are genuinely invested in it.
Give Them Tools: Provide your champions with what they need to be truly effective in their role. This might include communication guides, FAQs, talking points and development workshops focused on building critical skills such as active listening, conflict resolution, and leading through uncertainty.
Support Them: Schedule regular check-ins where champions can talk through challenges they are facing, share their feedback, and celebrate progress together. These moments keep energy up and remind your champions how valuable their efforts are.
Step 3: Leverage Their Influence
Once your change champions are identified and equipped, it’s time to strategically leverage them.
Start Small: Find quick wins and engage champions in those opportunities to build momentum.
Encourage Conversations: Change champions will be most effective when they engage with their networks. Encourage them to discuss the change with their colleagues, share their personal insights, help others see how the change aligns with their work priorities, and highlight early successes and positive outcomes resulting from the change.
Give Them Opportunities to Share: Provide platforms for champions to share their experiences, insights, and successes related to the change. This could be at team/department meetings, through newsletters, on intranet spotlights, during informal coffee chats, or lunch & learns.
Track Impact and Adapt: Your champions’ influence can be measured through surveys, pulse checks, and participation data to track engagement and adoption. If you see that your champions are struggling to build momentum for the change, you can provide additional resources and workshops designed to address the specific challenges that they are facing.
Tools to Build Change Champions
Building effective change champions starts by knowing who your stakeholders are and what their level of impact and influence is. We are sharing a Stakeholder Analysis tool from our Transformational Change Guide to help you do this.
The Stakeholder Analysis includes two tools that, when used together, offer a robust understanding of your stakeholders and help you identify and engage the right individuals to become your change champions:
Stakeholder Impact Tool: This tool allows you to map out your most important stakeholders and develop a strategy to influence them, ensuring you concentrate on the right individuals.
Stakeholder Commitment Tool: After identifying stakeholders, this tool helps you gauge their current level of support. It highlights where the gaps exist and who may have the influence to help close those gaps.
Our Transformational Change Guide was created to equip change leaders with the insights and resources necessary for a successful change initiative, from the initial planning and design phases to measuring impact and sustaining the change. If you'd like to hear more about how Performance Impacts can support your change initiative, don't hesitate to contact us.
[Access your free Stakeholder Analysis tools here.]
Looking Ahead
Building change champions is just the beginning of driving successful change. In our next blog post, we’ll explore another crucial topic: overcoming resistance to change. We’ll share strategies to address the pushback that frequently, and predictably, arises during change.
Stay tuned and, in the meantime, start building your network of change champions!