How to transform your organization from within. Begin with mindset.

What is a change agent in organizational transformation?

A Change Agent is a leader who adopts and exhibits a transformational leadership style. Transformational leadership is the ability to motivate people to want to change, improve, and be led. 

Similar to the Courageous Leader we’ve described previously [link to Courageous Leadership blog], a change agent has strong decision-making skills, collaborates and supports the mission cross-functionally, holds themselves and others accountable and engages in a process of continual evaluation.

Change Agents serve multiple different stakeholders and may have to develop skills of resiliency and emotional self-management. Change Agents work to communicate to their colleagues the value each brings to the organization and the importance of the role each plays in moving the organization forward. Change Agents also reflect on what they can do to motivate their teams and working groups to bring 100% to the workplace. 

Successful organizational transformation requires trust, relationship building, and working collectively toward a shared goal, and so Change Agents must embody the values of honesty, transparency, and authenticity. 

Change Agents help their teams understand the overall goals and objectives of the organization and understand the role the team plays in meeting those aims. And Change Agents prioritize celebrating the small wins, measuring success, and elevating their employees. 

Change Agents work at always putting the vision, mission, goals, and objectives of the organization in front of their team. As leaders, they reflect on their own role first and work to align their mindset to the transformational goals of the organization, then collaborate with and motivate their teams to do the same. 

Becoming an effective transformational leader, or Change Agent, is an iterative process. This means that conscious effort must be made to identify needed change, create a vision for the aspirational future, and help team members take ownership of their roles and connect with the organization’s purpose, allowing them to bring their strengths and skills to contribute in a meaningful way.

How to become a transformational leader:

• Identify and act with integrity modeling how to initiate and implement change. Be a courageous leader!

• Motivate team members to commit to the vision of the organization and remind them of the critical role they play.

• Encourage team members to take on roles and responsibilities that align with their strengths and build a spirit of collaboration that supports others in contributing to the success of the organization.

• Allow team members to fail forward. It is ok to make a mistake and learn from it.

• Identify opportunities to show gratitude, support, and recognition for “small wins” as well as larger milestones.