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








 ``Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it is the only thing that ever has``

                            Margaret Mead
                                                        
20th Century American Anthropologist

Roles

The Role of Champions within the Change Process

Lewin's Three-Phase Model

As you have learned so far, champions have many varied attributes; and so how could these be effectively utilized within the change process itself?  Consider Lewin’s three-phase model of change; unfreezing, moving, and re-freezing. The champion has the skills to support change through each phase.

UNFREEZING


This is a time to enhance staffs cognizance of the need for change to occur.   In order to do this, and to increase staff readiness for change, information sharing and education are fundamental (Senior & Swailes, 2010).   Success utilizing a champion occurs particularly in the early adoption of the change process, by enhancing motivation in others to try alternative practice.  This is successful due to the strong identification with the change by the champion (Hendy &   Barlow, 2012). Additionally, the role of the champion evolved partially due to the recognition that, in order to change behaviour, active engagement with staff who are connected with the change, is most effective.  Therefore the social influence of the champion is fundamental (Thompson, Estabrooks & Degner, 2006). In the Unfreezing phase a champion may offer:
  • Peer expertise.  When there is new best evidence for practice, staff within the healthcare field prefer to seek the opinion of their peers (Hendy & Barlow, 2012). 
  • Education opportunities, formal and informal, to increase staffs understanding of the benefits
        for change (Ploeg et al., 2010; White, 2011).
  • Resource and mentorship (Ploeg et al.; White).
  • Role modelling of their dedication to the proposed change.  Champions are recognised by their unwavering enthusiasm and passion for the change cause (Hendy & Barlow).·        
  • Development of informal support networks for staff (Ploeg et al.).

MOVING

In the moving phase changes are occurring (Senior & Swailes, 2010).  The champion continues to utilize their skills as in the unfreezing stage as well as:
  • Network building (Hendy &   Barlow, 2012), including stakeholders, organizational groups, and senior management (Ploeg et al. (2010).   
  • Involvement in the creation of implementation guidelines (White, 2011).

RE-FREEZING

The re-freezing stage is the time to “stabilize the changes” (Senior & Swailes, 2010, p.324).  The  champion may engage in activities such as:
  • Ongoing liaison with stakeholder groups and management (Hendy &   Barlow, 2012)
  • Team building (Hendy &   Barlow, 2012)
  • Monitoring and auditing practice (Ploeg et al. (2010).
  • Reinforcing change through ongoing education and role modelling (Ploeg et al. (2010).

Learning activity 3

Please read the article in the link below and ask yourself these questions:

What do you see as being the differences between a project champion and an organisational change champion in leading change? 

Do you think there is a need for both within the change process?

Please share your thoughts on the forum
article_champions.pdf
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http://www.jabfm.org/content/25/5/676.full.pdf+html
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