The Power of Change Networks: Catalysts, Not Cheerleaders

When it comes to navigating change, having a strong network of champions can mean the difference between success and failure. But not all champions are created equal. The most impactful champions aren’t just enthusiastic supporters; they’re catalysts—influential, energized, and actively driving meaningful engagement throughout the organization.

What Makes a Great Change Champion?

The role of a change champion goes far beyond being a cheerleader for the latest initiative. True champions:

1. Influence Without Authority: They hold informal power within the organization—whether through respect, trust, or their ability to connect with others. People listen to them, and their buy-in can significantly sway opinions and behaviors.
2. Catalyze Action: Champions are proactive in breaking down resistance, sharing information, and modeling new behaviors. They aren’t just messengers; they’re active participants in the change process.
3. Stay Energized: Sustaining momentum during change requires energy and resilience. Champions need to remain engaged and motivated, even when the going gets tough.

Integrating Champions Into the Change Process

To unlock the full potential of your change champions, it’s essential to set them up for success and recognize the value they bring. Here’s how:

1. Performance Goals: Clearly define their role in the change initiative and integrate these responsibilities into their performance objectives. This formal acknowledgment underscores the importance of their contribution.
2. Leadership Development: Frame the role as a leadership opportunity. By giving champions visibility and responsibility, they gain valuable skills in influence, communication, and problem-solving—benefitting both them and the organization in the long run.
3. Incentives and Rewards: Meaningful engagement deserves meaningful recognition. Consider offering tangible rewards like monetary bonuses, extra time off, or public acknowledgment. Incentives signal that their efforts are valued and encourage sustained participation.
4. Support From Managers: Champions cannot succeed without the support of their managers. Without managers creating space for champions to fully embody this role, they will struggle to balance their day-to-day responsibilities with this critical task. I’ve worked with clients who shifted workloads to allow champions to engage fully, leading to dramatically better results than when no workload adjustments were made. This also becomes an opportunity for managers to advocate for their employees’ development—even if it means pushing back on their own leaders to emphasize the importance of the change initiative’s success. By doing so, managers demonstrate their commitment to organizational goals and their understanding of the potential backlash if the initiative fails.
5. Support and Resources: Champions need the right tools and guidance to succeed. Provide them with training, access to leadership, and a platform to share their feedback and ideas. The more empowered they feel, the more effective they’ll be.

Why This Matters

Change fatigue and resistance are inevitable, but a network of well-supported and highly motivated champions can bridge the gap between leadership intent and employee buy-in. When champions feel valued and equipped to succeed, they become the heartbeat of your change initiative—driving alignment, fostering trust, and turning strategy into reality.

As you build your next change network, remember: champions shouldn’t just cheer from the sidelines. They should be integrated, incentivized, and empowered to catalyze real change. It’s not just about spreading the message—it’s about making the message matter.