Building and Managing a Change Champion Network
A well-structured Change Champion Network is one of the most effective enablers of transformation success.
Champions act as the connective tissue between the change team and the wider organisation, translating strategy into action, feedback into insights, and resistance into engagement.
They are not formal leaders but trusted peers who bring authenticity and credibility to the change journey.
Why a Change Champion Network Matters
A Change Champion Network:
- Accelerates adoption by making change peer-driven rather than management-imposed.
- Builds trust and credibility — people listen to people they know and respect.
- Provides real-time feedback, helping the change team spot and respond to issues early.
- Sustains momentum after go-live, supporting reinforcement and continuous improvement.
Without a structured network, change can feel distant or disconnected — “something being done to us, not with us.”
How to Build an Effective Change Champion Network
- Identify the Right People
Use your Detailed Stakeholder Analysis and Influence Assessment to find natural Adopters who show genuine interest in learning, helping others, and promoting improvement. - Look for those who are trusted, approachable, and well-connected across teams.
- Balance representation — include Champions from different departments, levels, and geographies.
- Gain Buy-In from Leaders and Individuals
- Get management approval to ensure time and workload are adjusted.
- Seek voluntary commitment. Champions should want the role, not feel assigned to it.
- Clearly communicate the value proposition; professional growth, visibility, and leadership development.
- Define Clear Roles and Expectations
Provide each Champion with a simple role profile outlining responsibilities such as: - Sharing updates and success stories
- Supporting team training and Q&A
- Escalating risks or resistance
- Promoting feedback loops between teams and the change function
- Provide Training and Resources
Equip Champions with: - Key messaging and FAQs
- Access to communication toolkits or briefing packs
- Coaching on how to handle resistance and support peers
- Recognise and Reward Contributions
- Acknowledge efforts in team meetings or newsletters.
- Offer small incentives or certificates of recognition.
- Invite Champions to co-present at briefings or showcase events.
Common Challenges and How to Overcome Them
Challenge: Champions lack clarity about their role.
- Solution: Provide a simple Champion handbook and consistent communications.
Challenge: Champions loose motivation over time.
- Solution: Celebrate milestones, share impact stories, and maintain a rhythm of engagement.
Challenge: Managers resist releasing staff time.
- Solution: Show the managers how champions improve adoption speed and reduce rework costs.
Challenge: Information doesn’t flow both ways.
- Solution: Schedule regular check-ins and feedback loops with the change team.
Pro Tips for Success
- Start small: Pilot the Champion network in one business area first.
- Create a digital collaboration space for peer sharing, e.g., Teams, Slack, or SharePoint
- Include Champions in communication reviews and readiness checks to build ownership.
- Encourage them to share real stories of success, these have greater emotional impact than corporate messages.
What Happens When a Champion Network Is Poorly Managed
Without structure and ongoing support:
- Champions may become disengaged or misinformed.
- Messaging becomes inconsistent, confusing the wider workforce.
- The network loses credibility and influence, reducing trust in the change process.
- Adoption slows, and resistance increases.
A well-managed network, however, creates a self-sustaining cycle of advocacy and support that endures beyond go-live.
Building a Change Champion Network isn’t a one-off task, it’s an investment in sustainable change.
By selecting the right people, empowering them with tools and support, and keeping them connected, you build a grassroots coalition that drives enthusiasm, adoption, and resilience across the organisation.
