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DQ: Discuss the importance of a change agent and a guiding team

DQ: Discuss the importance of a change agent and a guiding team

LDR 615 Topic 4 DQ 1

Change agents can be described as someone who communicates the vision of the company or the organization as well as someone who requests change within the organization. Change agents can be both internal or external parts of the organization in order to help change occur in both ways. “A change agent is anyone who has the skill and power to stimulate, facilitate, and coordinate the change effort” (Lunenburg, n.d). The guiding team is there to help support and guide the organization to the change that is occurring. The purpose of the change agent is to be a consultant, trainer, and researcher (Luenburg, n.d). They understand and will take the necessary steps to ensure the change is successful and beneficial for the organization. Both change agents and the guiding team can be successful in helping each other by the traits that they have including, communication, trust, and motivation.

Reference:

Lunenburg, F. C. (n.d). Managing change: the role of the change agent. Naaee. https://naaee.org/sites/default/files/lunenburg_fred_c._managing_change_the_role_of_change_agent_ijmba_v13_n1_2010.pdf

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Class,

In the world of organization, and even just the world in general, there are some consistent, and the most controversial one of these is change. Change is inevitable, looking at the pace of how everything has changes since I was a kind in the late 80’s and early 90’s, it a needed advent for ventures to succeed. Some aspect to help procure change is the use of change agents. Defined as follows, “Change agents are the human face of change. They are often employees within an organization who exist as part of a ‘change network’.

As a whole, change agents make new initiatives more relatable. They contextualize change for teammates. And, when a change is embedded through a large organization this way, everyone is more likely to engage.

But change agents don’t just act as advocates and teachers. They also gather essential feedback that informs manager recommendations and interventions. A well-managed change agent network enables the organizational change to achieve its desired KPIs.

So, the role of a change agent (a.k.a. champion, conversation lead, subject matter expert, whatever you want to call them) has three parts:

  1. To champion change across the organization
  2. To guide colleagues through change in a relatable way
  3. To feedback to the change manager

Most change agents do this alongside day-to-day work. So it is important that team leads factors in time for them to fulfil their roles as agents”. (Herbert, 2021)

Another aspect is the use of a guidance team which is defined as, “a group of individuals within an organization who are the social

leaders of the change initiatives. These individuals bring expertise, energy, and perspective across a variety of areas. Further, peers respect their professionalism”. (Carpen, 2021)

 

Thanks,

Reference:

Herbert, W. (2021, October 27). What is the role of a change agent? Teamtogether. Retrieved October 31, 2021, from https://teamtogether.io/blog/the-role-of-change-agent

Carpen, K., PhD. (2021, July 6). Change Management – Step 2: Build a Guiding Coalition. Viral Solutions. Retrieved October 31, 2021, from https://viralsolutions.net/change-management-step-2-build-a-guiding-coalition/

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Change Team Considerations

Hi Class,

Thank you for the wonderful discussions regarding the significance and purpose of change teams. If you were assembling a change team, what would be your key considerations when selecting your team? Why?

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Some key considerations I would look at when selecting my team would be to have a variety of individuals on the team. I would want people that would actually be helping with the implementation, and get idea from them about the process and how to get the team excited about the change vision. I would also want people on the team the are subject matter experts of the change so that it can be successful as well.

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One of my key consideration in selecting a team is communication and deliverence. In my work histroy when change happens, Ive had the opportunity to be a part of the transition team. During this I was part of a team with a memeber who was disconnected from the team. He didnt communicate much with us, not his stakeholders other then change is coming. He also had the deliverence that was concerning. It was change is gonna happen wheather you like it or not. This made our progress much harder as we had to put out the fires he created.

Thanks,

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Creating an effective team to lead a change management project is challenging; however, several skill sets should be included within the guiding coalition (Hayes, 2018). If I were to assemble a team, I would focus on finding great communicators and proactive, organized, and influential individuals )Hayes, 2018). Effective communication techniques are vital to building trust among the stakeholders and the staff executing the change. Individuals who are proactive and well-organized are essential to the planning phase and can develop implementation strategies. Lastly, influential people have the capacity to elicit an emotional response and convey the importance of change effectively, which will increase employee engagement and buy-in.

References

Hayes, A. (2018, May 17). 10 tips for choosing effective team members. About Leaders. https://aboutleaders.com/effective-team-members/#gs.emxdse

To assemble a change team, I’d assess what departments, job roles, and supporting departments the change would touch and gather a representative from each of these areas. I’d also look at which leaders would have influence over the success of the project that could remove barriers and provide resources. Having representatives from all layers of the organization from management to staff would help to provide a well-rounded perspective on the necessary changes and help to create the best plan for implementation.

In making a change team you must have individuals who believe in the importance of change and believe that staff need to be brought in as much as possible to discuss, plan and implement changes.  Having team members that first and foremost are active listeners. As we have been learning, most often the opposition to change is out of fear and if your leaders and team members can listen and understand what these fears are they can avoid the critics and naysayers’ negative impact on the change process. Including members from as many different disciplines as possible will help to ensure all stakeholders’ concerns are discussed and considered. There may be individuals who are worried about voicing their fears with administration but have open communication with lower-level management. Having a variety of staff on the team will promote a culture of inclusivity, including everyone from the front-line staff to the CEO.

A change agent is an individual who facilitates organizational transformation through the implementation of novel methodologies, enhancement of workforce productivity, and restructuring of management hierarchies, among other interventions. A change agent can be an internal or external individual to the organization. According to Anne Maydan Nicotera (2020), the attainment of this objective is facilitated by effective management and regulation of hierarchy, implementation of novel methodologies and ideas, and enhancement of the workforce’s innovative productivity. An individual may be externally recruited and assigned the responsibility of implementing requisite modifications or innovative concepts in the workplace. A guiding team refers to a collective of individuals employed by an organization undergoing restructuring to devise novel approaches to conducting business operations. A guiding team refers to a collective of individuals who are assigned the responsibility of devising innovative approaches or implementing essential modifications within an establishment. Both of these roles are essential in implementing innovative modifications within the organizational setting.

Notwithstanding, the objectives pursued by both the Change Agent and the Guiding Team exhibit a degree of similarity. When an organization acknowledges the necessity for change, it designates change agents to facilitate the implementation of the change. Change agents play a crucial role in facilitating organizational change for all entities. The objectives of both parties are comprehensively comprehended. Change agents are responsible for enabling employees and supervisors to enhance productivity and promote expansion within an organization. Their responsibility involves overseeing the attainment of an organization’s change objectives. A Change Agent is a professional who facilitates the process of organizational change, ensuring that the desired objectives are accomplished efficiently and within the expected timeframe. The Change Agent serves as a motivator for the Workforce and Management to implement the necessary changes that foster growth. The stakeholders are provided with proposals and requisite alterations, to convince them to invest in the notion (Reinholz & Andrews, 2020). The Change Agent and Guiding Team elucidate the significance of change to the stakeholders and secure their endorsement. Guiding Teams offers training programs to equip companies with the essential skills and knowledge required for their workforce and management to effectively navigate organizational changes. The teams responsible for guidance also assume the role of managing the organization and providing counsel on effective leadership strategies.

There exist several attributes that render a change agent and guiding team efficacious in their endeavors. Professionals are expected to possess exceptional communication abilities, which would facilitate their effective interaction with the labor force (Hanelt et al., 2020). Secondly, the presence of leadership skills is imperative to ensure effective guidance of management and teams toward the appropriate direction. A further characteristic that guarantees a comprehensive comprehension of their responsibilities is a proficient familiarity with the procedures and structure.

 

 

 

References

Anne Maydan Nicotera. (2020). Origins and traditions of organizational communication: a comprehensive introduction to the field. Routledge.

Hanelt, A., Bohnsack, R., Marz, D., & Antunes, C. (2020). A systematic review of the literature on digital transformation: insights and implications for strategy and organizational change. Journal of Management Studies58(5), 1159–1197. https://doi.org/10.1111/joms.12639

Reinholz, D. L., & Andrews, T. C. (2020). Change theory and theory of change: what’s the difference anyway? International Journal of STEM Education7(1). https://doi.org/10.1186/s40594-020-0202-3