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:
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:
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:
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
- 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
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 |
http://www.jabfm.org/content/25/5/676.full.pdf+html
