There are many change management techniques to help employees adapt and thrive in the new normal. To truly embrace change, employees need clear, internal communication about the benefits. This is where a Change Champion Network comes into play.
A Change Champion Network is an informal coalition of employees that accelerates change by leveraging networks rather than just a formal hierarchy. A Change Champion Network is a powerful tool to disseminate information and engage and inspire employees.
Change Champions are peers who act as advocates and help promote the change. They are the project’s cheerleaders, serving to engage the organization and provide support to those who need it. Serving as a Change Champion also benefits the Champions, providing them with invaluable leadership experience, visibility to organizational leadership, and firsthand knowledge of the project.
Is a Change Champion Network right for your organization? With appropriate planning and resources, it can be an effective tool to help ensure lasting change. Here are some key considerations when building out your network.
When to Start the Network
The ideal time to start the network is about one year before go-live or the major transformation. However, if you are a little late getting started, don’t worry; starting the network is still valuable, even if it will be for less than a year.
Who Are the Champions
Selecting the Change Champions is a crucial part of setting up your network. When choosing champions, ensure you have representation from the whole organization. Consider the individuals’ characteristics. Select those with excellent communication and leadership abilities who are adaptable and have a learning mindset. Candidates who are aiming to obtain more leadership experience are a good fit. Having strong influence and team-building skills is also beneficial. Be sure to consider the bandwidth of those you select – they will need sufficient time to dedicate to the project, or their area of the organization may not receive proper support.
How to Brand the Network
Ensure the network’s name fits within your organization’s culture and branding. Consider any ongoing or past change initiatives to prevent confusion. Use unique catchphrases to make your communication stand out. Think of the past changes your organization has implemented and any lessons learned regarding branding. What went well and what could be improved? Weave those lessons learned into your network to avoid repeating past mistakes.
How to Organize Departments
As mentioned, ensure there is adequate representation from each department. To organize your Change Champions, leverage current organizational charts to determine how many champions are needed for each department. In general, you will want one to three champions for each area, with larger departments needing more. However, try to avoid having too many champions, as it can quickly get hard to manage.
How to Recruit Champions
You can get creative with the recruitment of your Change Champions. Many different methods are effective depending on your organization. You can host an overview session for interested participants to explain the concept and the recruitment process. Advertising at existing town halls or organization-wide events, or proactively sending out communications, are also great options.
When determining your nomination approach, consider your culture. Some organizations find it best to have managers nominate their employees, while others allow for employee self-nominations. Whichever method you choose, the nominations will need to be reviewed by leadership to ensure those selected are the appropriate fit, have enough capacity, and demonstrate the desire to be a Change Champion.
Network Activities
What you make of your Change Champion Network is up to you! Typically, monthly meetings are held for the development team to demo the system, leadership to provide updates, and individuals to ask questions. Training is also a major component of Change Champion Networks. Champions will often help review educational materials and serve as trainers for their end users.
Outside of the monthly meetings, champions act as an advocate for their peers, answering any questions and providing support. They serve as the bridge between the project team and the end users, disseminating information and ensuring the workforce is well-prepared for the transformation ahead.
How to Leverage the Network After Implementation
The Change Champion Network will continue throughout the project’s duration, but it does not have to end when the project does. It is beneficial to provide ongoing support and help solidify changes in advance. However, post-implementation, Change Champions can provide support by assisting in escalating unresolved issues and sharing communications about quick wins and early successes. They can monitor engagement and usage, encouraging employees to utilize job aids and training materials while providing extra support to those who need it. Change Champions will also help determine processes for continuous improvement and promote a culture of constant learning, ensuring the organization is set up for success in the future.
If your organization needs support in implementing change management or establishing a Change Champion Network, reach out – we would love to help.
For more information on how a Change Champion Network can foster organizational and stakeholder engagement, see the article Organizational Engagement: Navigating Change Management.
