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A change agent, also known as an advocate of change, is a person who acts as a catalyst for the change management process. They help an organization, or part of an organization, transform how it operates by inspiring and influencing others. A change agent will promote, champion, enable, and support an organization's change implementation. Responsibilities of Change Agents Key activities that a change agent performs include↓ →Communicating how change is beneficial for both the organization and employees →Listening to the involved team members and employees to gain feedback and incorporate it in the implementation process → Understanding employees reactions to change and reducing resistance to change

→ Actively engaging with employees by conducting change management exercises. →Encouraging and supporting employees to become change champions and promote it

→Identifying and leading other change agents and change consultants to success →Providing feedback on challenges facing the change management lead

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Roles of change agents in an organization↓

A change agent assumes one or more roles based on the needs and requirement of a change project. The four distinct roles of change agents are (1) Consultant↓ This change agent role behaves as a change consultant to ensure a bidirectional flow of data, and then conducts further analysis of the data to provide actionable insights to the team members

(2) Communicator & Advocator↓ While implementing change, organizations often focus too much on logistics and not on change communication (3) Trainer↓ In addition to being a consultant, a change manager often takes on the role of a trainer to help team members act on the insights gained from data analysis and help them acquire new skills to prepare them for the new digital or technical change

(4) Researcher↓ As a researcher, a change agent focuses on solving current problems and anticipating future concerns. He also conducts competitive analysis and evaluates the effectiveness of an organization's implementation plan and overall change management strategy Roles Of Change Agents In An Organization Discussion Paper

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Four effective sponsor characteristic of change agent are given below↓ (1) Flexibility↓ Being open to change requires an entrepreneurial attitude. Leaders have to tap into their creativity and innovation to find non-traditional ways for a business to grow and exploit opportunities. This includes tapping into the creativity of others by connecting with people (inside and outside of the organization) of different generations and backgrounds to gain a deeper understanding of perspectives, experiences and personalities. (2) Diversified knowledge↓ Successful leaders avoid getting stuck in the confines of their industry. By looking at what is going on in other sectors and seeing what is working and applicable to their own industries, leaders can gain valuable insights and spot new opportunities for growth. To diversify knowledge, it's vital to develop curiosity

(3) Prioritization↓ In creating change, it's often helpful to tie specific priorities to the overall business goals. These are must-win battles that determine success or failure and are focused on improving the company's performance in the marketplace. Doing this will streamline decision making and create a clear picture of how the company is measuring up to expectations. Identifying and understanding external market drivers and disruptors can help to set the internal priorities that determine actions, leading to results (4) accountability and responsibility↓ People respect courage and accountability. In order to lead effectively, executives and managers need to ultimately hold themselves responsible for their team's performance. They may have to make decisions that go against dissenting opinions and may cause conflicts, but doing so with conviction and ownership of the consequences will ultimately demonstrate that their intentions are motivated by the best interests of the company, thus gaining the trust of their people

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