The Role of Champions within the Change Process
  • Home
  • Introduction
  • Definition and the Role of a Champion
  • Attributes of the Champion
  • Roles of Champions within the Change Process
  • Benefits of Champions and their positive impact on Culture
  • Barriers to Champions and their negative impact
  • Its a wrap!
  • References







"Be the change you want to see in the world"

                              Mahatma Gandhi


Benefits

Benefits of champions

The benefits of using champions is dependent on a number of factors:
  • How the champions were assigned
  • Peer support for champions
  • Managerial support for champions
  • Experience and abilities of champions
  • Type of change being implemented
Champion assignment:
· Champions who emerge or volunteer to take on the role usually have a passion or
   interest in the change being implemented (Thompson et al, 2006; Shane, 1994).
· Champions are not necessarily the originator of the change idea but show enthusiasm for the
  subject at an early stage(Hendy & Barlow, 2011; Ploeg et al, 2010; White, 2011).
· Champions who are recognised for their expertise, especially in the change topic, have a 
  greater influence on acceptance of the change by their peers(Lines, 2007; Majumdar et al, 
  2007; Ploeg et al, 2010; Senior & Swailes, 2010).
· Champions have been shown to sustain change after implementation (Ploeg et al, 2010).

Peer group support:
· Peer groups respond more positively to one of their own who knows their world (White, 2011).
· Peer groups have access to a champion to go to or work alongside as mentors (Ploeg et al,
  2007; Ploeg et al, 2010; White, 2011).
· Peer groups appreciate recieving ongoing communication related to the progress of the change
  (Ploeg et al, 2010).
· Peers feel their concerns are heard and adaptations tailored to their specific context (Ploeg et
  al, 2010).

Managerial support:
· Management is seen to endorse the role of change champion (Ploeg et al, 2010).
· Management allows change champions to adapt established models to the specific needs of
  the organisation and local team (Hendy & Barlow, 2011, Senior & Swailes, 2010; Shane, 1994).
· Management encourages bottom-up leadership (Taylor et al, 2012).

Experience and Abilities:
· Champions are able to demonstrate strong communication and networking skills (Shaw et al,
  2012; Thompson et al, 2006)
· Champions provide ‘sensegiving’ by facilitating understanding of the change by peer members
  (Hendy & Barlow, 2011; Lines, 2007)
· Champions are strong communicators at the grassroots level, across disciplines and as part
  of committees (Ploeg et al, 2010; Thompson et al, 2006).

Type of change:

· The size and nature of the change determines the appropriate roll out model (Thompson et al,
  2006)
· The model used will determine if the use of champions is applicable (Thompson et al, 2006)


SENSEGIVING

A key benefit of using champions is that they can provide 'sensegiving' of the change being implemented. By working alongside their colleagues who are affected by a change
implementation, the champion can use multiple modes of delivery to aid learning and understanding; to make sense of the change. These include explanation, demonstration, critical thinking, and learning related to real life situations (Hendy & Barlow, 2011).The act of  'sensgiving' through knowledge transfer to gain a better understanding and working together helps create a positive cohesiveness among the group (Hendy & Barlow, 2011; Thompson et al, 2006; Ploeg et al, 2010).

impact on culture

The use of champions creates a intergrative culture, whereby a group questions why things are done a certain way, is open to new ideas, looks for alternative solutions, and then brings their ideas together (Kanter, 1983).  A strong sense of involvement in change promotes ownership of the change as well as a desire to succeed by that group or team (Schwartz & Davis, 1981; Senior & Swailles, 2010). Continued support through personal contact with a champion encourages individual confidence, job satisfaction and a sense of belonging within a group (Ploeg et al, 2007; Ploeg et al, 2010). The use of champions is seen as a strategy for managing change around a culture (Senior & Swailes, 2010) and also by using this approach champions 
have a positive influence on the values and beliefs of a culture which has been noted to reduce resistance to change (White, 2011).
 
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