Change agent roles

Change agent is a person recognized as a specialist in the field of change management, the role of which is to optimize the functioning of the change team. Change agent provides the necessary resources and tools to organize teamwork (working meetings, problem solving in a group, etc.), which is generally to guarantee the efficiency of implementing the changes. It may also act as a coach for the team members. by helping them to use their experience to achieve progress, and may also be an intermediary between the team and the rest of the employees of the company, affected by planned changes.

Roles of change agent

Lippitt R. J. and G. L. Lippitt propose eight roles of change agent:

• Inspirer targeting diagnosis process - under his influence within the organization are asked questions to help people better understand organizational problems. Responsibility for change actions lies on the customer (the organization), but agent orients managers reflection on the situation.
• Specialist in forming social relationships in support of the change, and engaging employees in action for change.
• Seeker' for data informing about the organizational reality, in the area of ​​social facts.
• Identifying different options - points to the many variants of possible improvement actions.
• Participant in problems solving, which helps organizations identify the causes of problems, shows the variety of solutions, plans for action and cooperation with the organization.
• Technical expert providing specific expertise in a given area.
• Coach and teacher familiar with the learning process of adults and able to develop and execute an effective training session, with the character of social intervention.
• Consultant undertaking attempts to influence the management and employees of the organization, affecting values ​​of participants of changes, formulated goals, as well as the choice of method and steps in the process of change.

All these roles usually overlap, which indicates the complexity of the change agent activities. However, in certain situations, organization can choose the most effective role, e.g. in the phase of entry into the organization most useful role is of the consultant, in a situation of diagnosis - the role of technical expert, for creation of a strategic change - the role of identifier of the different possibilities.

Examples of Change agent roles

• Strategic Change: A strategic change agent is a person responsible for advising on the overall direction of a company and the implementation of changes to reach desired goals. They are often seen as the link between management and the rest of the company, and they are tasked with leading the way in the development of new strategies and technologies.
• Process Improvement: Process improvement change agents are responsible for finding and implementing new ways to improve a company's processes. This could involve streamlining current processes, developing new ones, or finding and implementing new technologies that can make the process more efficient.
• Organizational Change: Organizational change agents are responsible for helping to implement changes in the structures of the company. This could involve restructuring the organization, changing the culture, or introducing new policies and procedures.
• Technology Change: Technology change agents are responsible for finding and implementing new technologies that can improve the way a company works. This could involve finding and implementing new software, hardware, or other technologies that can improve the efficiency of the company.
• Cultural Change: Cultural change agents are responsible for helping to create a new culture within the organization. This could involve introducing new values and beliefs, creating positive changes in the attitude of employees, and creating a more collaborative environment.

Advantages of Change agent roles

A Change Agent plays a critical role in the successful implementation of change initiatives. They provide the necessary resources, tools, and activities to ensure that the change is implemented as efficiently as possible. The following are some of the advantages of having a Change Agent:

• They provide a structured approach that can help the team to stay focused on the objectives of the change initiative.
• They can provide guidance and support to the team members in order to help them to maximize their potential.
• They can act as a mediator between the team and other stakeholders, in order to ensure that everyone is kept up to date with the progress of the change initiative.
• They can help to identify any potential problems and provide solutions for how to address the issues.
• They can act as a coach for the team, helping them to develop the necessary skills to implement the change effectively.
• They can provide an unbiased perspective on the change initiative, helping to ensure that decisions are made in the best interests of the organization as a whole.

Limitations of Change agent roles

Change agents have an important role to play in managing change; however, there are certain limitations to their roles. These limitations include:

• Lack of authority: Change agents do not usually have the authority to make decisions or implement changes. This can limit their ability to effectively guide a change initiative, as they may not be able to take full responsibility for addressing any issues or resistance that may arise.
• Limited resources: Change agents often lack the resources and support needed to effectively implement a change. This can be particularly challenging if the change involves a large-scale organization, as the change agent may need to find additional resources to support the change.
• Difficult to measure results: Change agents often face difficulty in measuring the success of their initiatives. This is because the change process is often long and complicated, making it difficult to attribute direct results to the change agent’s efforts.
• Limited knowledge: Change agents may not have the knowledge and expertise needed to effectively manage a change. This may be due to a lack of experience in the particular field of change, or because the change agent is not familiar with the particular culture of the organization.

Other approaches related to Change agent roles

As a Change Agent, one can take many different approaches to help drive change in an organization. These approaches include:

• Facilitating change: Acting as a mediator and facilitator to ensure the change process runs smoothly and efficiently.
• Training and education: Providing training and education to all stakeholders involved in the change process, including managers, staff and customers.
• Communication: Ensuring all stakeholders are kept up-to-date on the progress of the change, as well as understanding the reasons behind the change and how it will affect them.
• Conflict resolution: Helping to resolve any conflicts that arise during the change process.
• Strategy development: Working with the team to develop strategies to successfully implement the changes.

In summary, a Change Agent is responsible for facilitating, educating, communicating, resolving conflicts, and developing strategies to ensure a successful change process.

Change agent roles — recommended articles

Managerial skill — Conceptual skills — Change advocate — Brainstorming — Process of learning — Change management model — Organizational knowledge — Internal marketing — Skills development

References

• Lippitt, R. (1958). Dynamics of planned change.
• Kritsonis, A. (2005). Comparison of change theories. International journal of scholarly academic intellectual diversity, 8(1), 1-7.
• Turner, J. R., Kristoffer, V., & Thurloway, L. (2002). 3rdgen.info/3rdgen_sites/107/resource/turner_presentation_5.pdf The project manager as change agent. Proceedings of the 2002 Australian Institute of Project Management
• Ottaway, R. N. (1983). The change agent: A taxonomy in relation to the change process. Human relations, 36(4), 361-392.