Friday, April 27, 2018

How to Spot Your Change Champions

Intelligence is tested by changeability, and quality is proved by changeability. 

The increasing speed, velocity, as well as the fast pace of technological advances have clearly impacted the nature and scope of opportunity as well as the risk involved. When you stop changing, you've already lost. A changeable organization is to creating organizations where change is the norm and happens the whole time. Change the game is a mindset, people are always the center of changes. Change Agent has the ability to play the right role and know which to play, and when. To expedite change, "put the right people in the right positions to lead change seamlessly,” needs to become the mantra. But can you spot change champions and empower change agents in order to develop the culture of change and build change as the business competency?

Change leaders: Leadership is about future and change. The rate of change has accelerated, indicating that business leaders must learn how to strike a balance between managing complex issues today and be forecasting the uncertain issues of tomorrow. Change or transformational leaders are the responsible top executives of the organization, where change has to be implemented. Change or transformational leaders can provide the direction as vision, mission, strategy, as well as leadership skills like delegation, decision-making, and monitoring. Change leadership concerns the driving forces, visions, and processes that fuel large-scale transformation. It represents the political will to go for the change. Change leader is a key role that should always be part of the team. In almost every case, if this role was not functioning, change failed or was at least delayed in a very costly way. Leadership is about change management and also the ability to take initiative. Digital transformation is the large-scale change effort, represents a break from the past, to change the "nature" of something, with a high level of impact and complexity. The right change leaders can clarify vision, provide clear directions, bring cohesive process, and stand by their word and motivate. This role affects most through congruent behavior, continuous endorsement of the digital transformation and regular communication to keep the momentum.

Change champions: People need time to assimilate change and work through the issues that result from the change, moving from the emotional to the rational. Many say that people’s intelligence is tested by their changeability, and their quality is proved by their changeability. Changeability gives you confidence because you know you are able to positively adapt to any given situation accepting, embracing, and lead changes. Developing changeability takes effort and time. What a Change Agent or champion most often does is to instill drive, passion, and enthusiasm, expand knowledge, harness skills, build capabilities, and make continuous improvement. Change champion has a specific skill set in the field of the change additionally, to the specialist knowledge. Don’t let change overwhelm you, but ride change curve through building the multilayered changeability. A change agent has the right dose of risk appetite and the good attitude to drive change because it takes courage, confidence, and intelligence to overcome the “ fear of failure.” The best judgment and a qualitative approach are crucial for managing risk in change.


Change specialists: The changeability is the crucial pillar that keeps the business dynamic, energetic, and adaptive. The process, technology, capability tuning. etc, are all tactics to get the organization there; but it all starts with the realization that "we can't stay the same." The right change specialists provide transparency about the tools used and the factors to be managed. They are the people that stand outside the political hierarchy of the change area. They are cross-functional specialists, insightful outliers, outside experts, their main skills are the understanding of the change mechanisms and human behavior as well as providing appropriate measures for facilitating change. Change is an unspecific way of saying the transition from one to another state. Whether these changes are related to IT, business processes or models, or value systems are not relevant. The mechanisms that have to be applied are the same. Considering putting yourself under the pressure of deviating from age-old habits due to a "Change Regime.” The first question that comes to mind is perhaps "what values in it ? "or "What is the ROI of that extra effort ??" or "what benefit it carries? Change management process will cut across several business units and the ultimate goal will be effective business operation. Main skills of change specialists are understanding the mechanisms of change and human behavior as well as providing appropriate measures for facilitating change.

Spotting change champions is essential to catalyze changes because every organization consists of a majority of the reluctant people with change inertia. Good critical thinking skills, high level of adaptability, learning agility, communication and engagement skill are all critical traits of change champions. Habit, value, and incentive in terms of benefits or reward or growth are the common factors, which drive an individual to change. Either individually or collectively, change needs to become the ongoing capability and differentiated competency.

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