And the take on the topic wasn’t entirely surprising even if a little disheartening. Management and leadership books, articles, blogs and more use a lot of real estate on the topic and it’s generally presented from this same perspective: that people do not like change and will resist it.
If we look at how people react to change (in this case based on the adoption of new technology), we see that there are actually people who thrive on change. [Shocking I know.]
While “Innovators” actually create change, “Early Adopters” tend to be a bit more discerning in their adoption choices than “Innovators,” making them excellent choices for being your organizational change champions within an organization.
Characteristics of Change Champions
Willing listeners. Change champions listen openly to the what, why, where, when and how of new ideas and methods. They may ask a few questions to clarify, and once that curiosity is satisfied, they’re likely 99% on board.
Organizationally savvy leaders, even without a title. These are the people others rely on for information. The ones peers, direct reports and even superiors run to as soon as news hits to get the “real story.” They “get” the organization, its norms, culture, values, strengths and shortcomings. Harness the power of this grapevine for the good by equipping these Chatty Cathy’s with accurate information, key messages and resources up the chain of command so they can tell the real story.
Naturally positive communicators. People naturally first want to know “What’s in it for me?” Ideal change champions will see the positive in not “doing it the same way we’ve always done it.” Their optimistic outlook can be contagious, helping others translate intended outcomes of change in constructive terms.
Unafraid askers. They ask questions. They ask for help. They ask for authentic, direct communication from leaders (and give productive feedback freely). They ask empathetically how others are doing and support those struggling with the change to see the best in the situation.
And it wouldn’t be a blog post by yours truly without a nod to Kolbe Wisdom, also beneficial when searching for change champions. This white paper asserts that when teaching “people the best ways to utilize their natural abilities … people will have a greater joy of accomplishment, and productivity rates will improve as much as 200%.”
What other characteristics do the champions in your organization possess that have supported change efforts?
Image credit: The diffusion of innovations according to Everett Rogers, a professor of communication studies, who popularized the theory in his book Diffusion of Innovations originally published in 1962 and now in its 5th edition.
Stay connected and join our list of world-class leaders, innovators, and human resource professionals. Be among the first to receive event invitations, industry reports and company-wide messages when you sign up to receive our newsletter.
The “Is it Worth It?” podcast series is a top leadership podcast that hosts conversations toshare rare and unfiltered advice from leaders in the trenches. We aspire to empower ourlisteners – that’s you – to be leaders worth following regardless of title or position.Explore previous episodes and subscribe to get the latest series sent directly to yourinbox.
ICC is excited to announce that we have joined forces with Keystone Partners. With our shared commitment to providing innovative solutions as trusted advisors, Keystone Partners and ICC are set to revolutionize the HR industry and redefine the way organizations address their professional development and career transition needs.
Ready…Set…Change: 4 Characteristics of Change Champions
By: Meredith Masse
When I Googled “humans and change,” the first few results came from three heavy-hitters in mainstream media:
Ten Reasons People Resist Change – Harvard Business Review
Explained: Why We Don’t Like Change | HuffPost
Overcome The 5 Main Reasons People Resist Change – Forbes
And the take on the topic wasn’t entirely surprising even if a little disheartening. Management and leadership books, articles, blogs and more use a lot of real estate on the topic and it’s generally presented from this same perspective: that people do not like change and will resist it.
If we look at how people react to change (in this case based on the adoption of new technology), we see that there are actually people who thrive on change. [Shocking I know.]
While “Innovators” actually create change, “Early Adopters” tend to be a bit more discerning in their adoption choices than “Innovators,” making them excellent choices for being your organizational change champions within an organization.
Characteristics of Change Champions
Willing listeners. Change champions listen openly to the what, why, where, when and how of new ideas and methods. They may ask a few questions to clarify, and once that curiosity is satisfied, they’re likely 99% on board.
Organizationally savvy leaders, even without a title. These are the people others rely on for information. The ones peers, direct reports and even superiors run to as soon as news hits to get the “real story.” They “get” the organization, its norms, culture, values, strengths and shortcomings. Harness the power of this grapevine for the good by equipping these Chatty Cathy’s with accurate information, key messages and resources up the chain of command so they can tell the real story.
Naturally positive communicators. People naturally first want to know “What’s in it for me?” Ideal change champions will see the positive in not “doing it the same way we’ve always done it.” Their optimistic outlook can be contagious, helping others translate intended outcomes of change in constructive terms.
Unafraid askers. They ask questions. They ask for help. They ask for authentic, direct communication from leaders (and give productive feedback freely). They ask empathetically how others are doing and support those struggling with the change to see the best in the situation.
And it wouldn’t be a blog post by yours truly without a nod to Kolbe Wisdom, also beneficial when searching for change champions. This white paper asserts that when teaching “people the best ways to utilize their natural abilities … people will have a greater joy of accomplishment, and productivity rates will improve as much as 200%.”
What other characteristics do the champions in your organization possess that have supported change efforts?
Image credit: The diffusion of innovations according to Everett Rogers, a professor of communication studies, who popularized the theory in his book Diffusion of Innovations originally published in 1962 and now in its 5th edition.
About Me
Zulia Maron Duo
Lorem ipsum dolor sit amet, consectetur adipisicing elit, sed do eiusmod tempor incididunt ut labore.
Popular Post
ICC is featured as a Top 100
June 28, 20236 Steps to an Effective Leadership Training
June 19, 2023How to Choose An Outplacement Firm?
June 14, 2023Popular Categories
Popular Tags
Archives
Meta
Subscribe to our Newsletter
Stay connected and join our list of world-class leaders, innovators, and human resource professionals. Be among the first to receive event invitations, industry reports and company-wide messages when you sign up to receive our newsletter.
Subscribe to our weekly newsletter
Download ICCs latest ebooks featuring today’s hottest topics in leadership, managementdevelopment, coaching and outplacement.
Subscribe to our weekly newsletter
The “Is it Worth It?” podcast series is a top leadership podcast that hosts conversations toshare rare and unfiltered advice from leaders in the trenches. We aspire to empower ourlisteners – that’s you – to be leaders worth following regardless of title or position.Explore previous episodes and subscribe to get the latest series sent directly to yourinbox.