We\u2019ve all experienced it: a significant change is rolled out, and it feels like it came out of nowhere. What\u2019s the first thing we do? We turn to someone we trust, a peer who can help us make sense of it all.<\/p>\n\n\n\n
Now imagine if that peer had been involved from the start. They could tell us why the change is happening, why it\u2019s important, and what it will mean for us.<\/p>\n\n\n\n
That\u2019s the role of a change champion. A change champion is someone within the organization uniquely positioned to shift apprehension into engagement.<\/strong><\/p>\n\n\n\n Change champions hold informal influence within their teams (and sometimes across the organization). Their power doesn\u2019t come from their title, but from trust. They\u2019re the ones others naturally turn to, and their voice carries weight.<\/p>\n\n\n\n You want them on your project. <\/p>\n\n\n\n When engaged early, change champions become vital collaborators, bridging the gap between leadership\u2019s vision and the day-to-day reality of those experiencing the change.<\/p>\n\n\n\n Choosing the right change champions requires intentionality. These individuals should be selected not only for their influence but also for their insight and willingness to shape what comes next. <\/p>\n\n\n\n Look for people who:<\/p>\n\n\n\n Don\u2019t overlook those who initially seem hesitant (or even hostile). While positive influencers are essential, here\u2019s the truth:<\/strong> not every champion needs to be an early enthusiast.<\/p>\n\n\n\n The pushback you get from detractors isn\u2019t resistance for its own sake; it\u2019s often rooted in a deep commitment to getting things right. These voices bring valuable insights, calling out risks others might miss.<\/p>\n\n\n\n Practice empathy and patience as they offer feedback. It may feel harsh, but it reflects how much they care about doing it well.<\/p>\n\n\n\n Bonus truth:<\/strong> Sometimes your biggest skeptics turn into your fiercest supporters. When they do, their peers take notice, and that shift can spark even broader momentum.<\/p>\n\n\n\n Once you\u2019ve identified your change champions, involve them. A lot. Give them a seat at the table from the beginning, not just during roll-out. Establish consistent, structured touchpoints that encourage two-way communication. <\/p>\n\n\n\n Use this time to:<\/p>\n\n\n\n These interactions reinforce that change champions aren\u2019t just observers, but architects<\/em> of the change. When they see their feedback shaping the future state, their sense of ownership deepens.<\/p>\n\n\n\n Beyond the formal touchpoints, empower your champions to lead outward. Equip them with the core story or key questions they can take into their team meetings and organic conversations. At the same time, ensure they bring back to the project and change management teams what they\u2019re hearing from their peers. This creates a dynamic exchange that keeps your change effort grounded in real-world experiences.<\/p>\n\n\n\n When change champions and leaders speak with one voice, the message lands differently. It feels less like a directive and more like an invitation. Employees hear from trusted peers who understand their day-to-day, and from leaders who are helping drive the organization toward a better future.<\/p>\n\n\n\n This alignment sends a powerful signal: the organization isn\u2019t just announcing change, it\u2019s building it with<\/strong> its people. And change champions are the bridge that makes this possible. <\/p>\n\n\n\n They translate vision into reality, skepticism into support, and resistance into momentum.Change feels disruptive when it\u2019s done to<\/strong> people. However, when employees see themselves and their contributions reflected in the process, it feels like progress. At that point, they\u2019re not just prepared for change, they\u2019re part of it. And, in some cases, already driving it.<\/p>\n","protected":false},"excerpt":{"rendered":" We\u2019ve all experienced it: a significant change is rolled out, and it feels like it came out of nowhere. What\u2019s the first thing we do? We turn to someone we trust, a peer who can help us make sense of it all. Now imagine if that peer had been involved from the start. They could […]<\/p>\n","protected":false},"author":40,"featured_media":2173,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[121],"tags":[188,335,334,273],"coauthors":[336],"class_list":["post-8704","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-change-enablement","tag-change-management","tag-employee-engagement","tag-engagement","tag-strategy"],"acf":[],"yoast_head":"\nThe influence behind the influence<\/h2>\n\n\n\n
Supporters, skeptics, and everyone in between<\/h2>\n\n\n\n
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Activating change champions<\/h2>\n\n\n\n
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Real change is built with people, not just plans<\/h2>\n\n\n\n