Decades of research has demonstrated the pivotal role leaders play in ensuring the successful outcomes of a change initiative. However it's not just the leaders that contribute to change success, a whole system of people in the organisation support employees in making this transition. From the highest levels of leadership to front line supervisors, this blog examines the key roles in change management.
Sponsorship
Having an active and visible sponsor is the single greatest contributor to the success of a change initiative according to Prosci's Best Practices in Change Management. It is important for the sponsor to take leadership of change in order to take it from a undefined concept to building a set of actions and activities aligned with best practices.
Managers and Supervisors
The role of managers and supervisors is to legitimise the changes impacting the teams they lead. They therefore should play a key role in producing change outcomes, with employees looking to their managers for overt instructions and subtle cues on how the coming changes within the organisation may impact their role. With only 34% of participants involved in Prosci's Best Practices research indicating that managers and supervisors are adequately prepared for their role in change, ensure your organisation is fully prepared for change.
Change Agent Network
There is increasing popularity surrounding Change Agent Networks and using them as mechanisms for creating momentum and broad support for change. Extending project support and building credibility through an engaged group of advocates is a crucial role to consider in change management. This helps expand the reach of the change team, helping to convert more individuals from the current way of working to the future way of working.
Consultants
Engaging the right consultants can add credibility, critical knowledge and proven outcomes to your change efforts. Strategically leveraging experienced change professionals can drive performance and may also increase the ability to deliver project outcomes by identifying and effectively partnering with the right change management professionals.
Complementary Roles
Change management teams can collaborate with internal support functions to enhance change management outcomes. For example, 63% of Prosci's Best Practices Research participants noted that internal communication groups supported or impacted their change management work. Working with Corporate communication departments, organisational development, HR business partners, business analysts and other business support functions can contribute to the effective adoption of change within an organisation.
Learn more
Watch our FREE Prosci webinar, 'Connect and activate your Change Roles' on-demand!
During this webinar, you'll learn the skill of defining change roles and learning how to activate people in those roles using the ADKAR Model.
CMC Partnership Global offer change management solutions for every role in your organisation. Find out more.
