Key Roles in Organisational Change

Organisational change is a collaborative effort and to implement it smoothly, several roles come into play. These include both external and internal roles. Six main roles, relevant for organisational change are discussed here –

Key roles in organisational change

Corporate management

Consultant(s)

Internal resource persons

Implementation team

Chief Implementor

Task forces

The table below illustrates what we would like to hear each of these groups say if they are actively engaged in managing change. Conversely, it also identifies what you may hear from each role if their responsibility is not clearly defined or understood (either by the player or by the organization).

Role:	How they should describe their role:	How they could misunderstand their role:
Change management resource/team	“I develop the change management strategy and plans. I am an integral part of enabling project success.”	“I feel like I’m on an island here. People expect me to do everything and have all the answers.”
Executives and senior managers	“I launch (authorize and fund) changes, and I actively sponsor change with our people.”	“I gave you funding and signed the charter, now go make it happen!”
People managers	“I coach my direct reports through the changes that impact their day-to-day work.”	“I feel like I’m the direct target for some of these changes, and I wish I knew what was going on.”
Project team	“I manage the technical side of the change. I integrate change management into my project plans.”	“My focus is getting to go-live. Once I flip the switch, I’m moving on to the next project.”
Project support functions	“I use my expertise to enhance activities that drive change in collaboration with the change team.”	“I get called in on projects and given one little task, but I’m not sure how I fit in to the overall picture.”
The Change Management Office	“We own the change management methodology and support its implementation in the organization.”	“I don’t even exist yet.”