Change Team
The group of staff charged with implementing the change - they must have the confidence of both the management and the staff affected by the change. They:
- Will be drawn from all areas affected by the change.
- Demonstrate commitment to the change (essential).
- Will need to be given the time and recognition to undertake the role.'Making space for people to try new things is crucial when you are trying to effect change.'
From Effects of Business Development and Knowledge Transfer on institutional culture Case Study - Support the change manager in undertaking his/her role and responsibilities.
It is critical that you get the right mix of people in the team and that you create the conditions for them to succeed. Follow this link to find out more about Building the Project Team.
An overlap of roles is not uncommon - while acting as part of a change team, colleagues will most likely act as change participants as well making changes to their own practices. This can cause personal conflict, and create a risk to the change initiative. For example, a change agent, who would need to act as a role model, may initially have conflicting views about the change situation, and thus may find it difficult to fulfil the change agent role.
Change roles are often given to individuals with minimal consideration of the consequences. General factors to be considered when apportioning roles include:
- Getting the balance of the team right (representation of all areas affected, authority, experience, skills etc.)
- Providing sufficient time to undertake the expected roles.
- Meeting any training needs for the new roles.
