Characteristics of successful change champions

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Ideally, your change champion would have the following skills:

They guide other employees through the rocky road of change initiatives
The change promoter can effectively communicate the benefits of the change and what to expect from it.
They connect with people, understand their concerns and make them feel comfortable with the idea of ​​change.
After all, change advocates don't just talk about change, they help implement it. This requires excellent project management skills.
Promoters must regularly engage and collaborate with stakeholders across the organization.
How to spot potential changemakers
So how do you spot your next champion of change?

We lead by example (like our fellow champions): Meet Lucy. She works in finance and, although her role is not that of a "change leader", she has the qualities that make her ideal.

Open to new ideas
Lucy has a natural curiosity and is always willing to explore new ideas.

For example, she discovered inefficiencies in financial data collection during the company’s annual audit. Instead of sticking to outdated methods, Lucy proposed automating the reporting process.

Using change management tools, he led a small team to test and implement the new system. The result was a 30% reduction in manual work for the entire team – a win-win situation.

Excellent networking skills
Lucy excellent at building relationships across departments.

During a recent intern onboarding into the finance department, Lucy worked closely with HR to ensure the new hires understood the company’s financial systems.

**Also read How to Build a Cross-Functional Team

Solution-oriented mindset
When Lucy’s team had a problem with a new expense tracking system during a quarterly review, she didn’t panic. Instead of blaming the software or pointing the finger at someone, she immediately met with the project team to fix the problem.

This quick action minimized disruptions and kept the project on track.

Willing to take risks
Lucy enjoys stepping out of her comfort zone .

Last year, when her company was looking at new financial software, she volunteered to lead business development directors email list the pilot project. Despite some initial setbacks, Lucy jumped at the chance, testing different configurations and fine-tuning the system before full implementation.

Empathetic Leadership
Lucy is there for her team

When your company underwent a reorganization, many employees were nervous about how it would affect their roles.

Lucy sat down with her colleagues and explained how the changes would benefit both them and the organization. She even held regular meetings to address their concerns.

If Lucy is in your company, you may want to talk to her about a change in her position as a champion.