| A change agent is someone who promotes and enables transformation within a group or organization. The metamorphosis may be a new workflow, the adoption of a new management structure or the transformation of an old business model to a new one. A change agent serves a distinct role within a change initiative as a proponent of the change, as well as a conduit between leadership and the rest of the organization. A successful agent of change can help smooth resistance to change and address the issues before they derail an initiative. Although a change agent can come from various positions within or outside an organization, a successful change agent is generally one who is well-respected by the individuals impacted by the organizational change, and one who is well-informed about the various facets of the project, the organization and the individuals involved. Regardless of the actual position or job title a change agent holds, an individual who takes on the task of being an agent of change assumes responsibility for: - promoting the value of the transformation that is being undertaken by the organization;
- formulating how the transformation will happen;
- guiding and supporting others through the transformation; and
- ensuring that the new processes, procedures, structures, etc., are implemented in ways that deliver the expected value that the organizational change was to produce.
Change agents' roles and responsibilities Overall, a change agent serves as a liaison between the organization's leadership that sponsors a change initiative and the people impacted by the change. He or she helps articulate reasons for the change, answers questions and persuades others on the necessity of the initiative, while also bringing concerns voiced by the organization to the attention of leadership.
The specific tasks that can fall to an agent of change include: - explaining why change is taking place and who will be affected;
- advocating for the change initiative;
- disseminating information;
- highlighting potential benefits and drawbacks of proposed initiatives;
- anticipating and evaluating areas of potential dispute or disruption;
- developing strategies to counteract those potential areas of dispute or disruption;
- obtaining feedback to share with leadership and conveying responses back;
- serving as a point person who is available to hear others' concerns, ideas and questions;
- advising stakeholders, as well as the impacted individuals;
- mediating points of contention; and
- tracking and managing objectives of the project established for the change agent.
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