LDR 615 Discuss the importance of a change agent and a guiding team

LDR 615 Discuss the importance of a change agent and a guiding team

LDR 615 Discuss the importance of a change agent and a guiding team

Change agents can be described as someone who communicates the vision of the company or the organization as well as someone who requests change within the organization. Change agents can be both internal or external parts of the organization in order to help change occur in both ways. “A change agent is anyone who has the skill and power to stimulate, facilitate, and coordinate the change effort” (Lunenburg, n.d). The guiding team is there to help support and guide the organization to the change that is occurring. The purpose of the change agent is to be a consultant, trainer, and researcher (Luenburg, n.d). They understand and will take the necessary steps to ensure the change is successful and beneficial for the organization. Both change agents and the guiding team can be successful in helping each other by the traits that they have including, communication, trust, and motivation.


Lunenburg, F. C. (n.d). Managing change: the role of the change agent. Naaee. https://naaee.org/sites/default/files/lunenburg_fred_c._managing_change_the_role_of_change_agent_ijmba_v13_n1_2010.pdf

 In the world of organization, and even just the world in general, there are some consistent, and the most controversial one of these is change. Change is inevitable, looking at the pace of how everything has changes since I was a kind in the late 80’s and early 90’s, it a needed advent for ventures to succeed. Some aspect to help procure change is the use of change agents. Defined as follows, “Change agents are the human face of change. They are often employees within an organization who exist as part of a ‘change network’. 

As a whole, change agents make new initiatives more relatable. They contextualize change for teammates. And, when a change is embedded through a large organization this way, everyone is more likely to engage.

But change agents don’t just act as advocates and teachers. They also gather essential feedback that informs manager recommendations and interventions. A well-managed change agent network enables the organizational change to achieve its desired KPIs.

So, the role of a change agent (a.k.a. champion, conversation lead, subject matter expert, whatever you want to call them) has three parts:

  1. To champion change across the organization
  2. To guide colleagues through change in a relatable way 
  3. To feedback to the change manager

Most change agents do this alongside day-to-day work. So it is important that team leads factors in time for them to fulfil their roles as agents”. (Herbert, 2021)

Another aspect is the use of a guidance team which is defined as, “a group of individuals within an organization who are the social leaders of the change initiatives. These individuals bring expertise, energy, and perspective across a variety of areas. Further, peers respect their professionalism”. (Carpen, 2021)


Herbert, W. (2021, October 27). What is the role of a change agent? Teamtogether. Retrieved October 31, 2021, from https://teamtogether.io/blog/the-role-of-change-agent

Carpen, K., PhD. (2021, July 6). Change Management – Step 2: Build a Guiding Coalition. Viral Solutions. Retrieved October 31, 2021, from https://viralsolutions.net/change-management-step-2-build-a-guiding-coalition/

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Creating an effective team to lead a change management project is challenging; however, several skill sets should be included within the guiding coalition (Hayes, 2018). If I were to assemble a team, I would focus on finding great communicators and proactive, organized, and influential individuals )Hayes, 2018). Effective communication techniques are vital to building trust among the stakeholders and the staff executing the change. Individuals who are proactive and well-organized are essential to the planning phase and can develop implementation strategies. Lastly, influential people have the capacity to elicit an emotional response and convey the importance of change effectively, which will increase employee engagement and buy-in.  

LDR 615 Discuss the importance of a change agent and a guiding team
LDR 615 Discuss the importance of a change agent and a guiding team


Hayes, A. (2018, May 17). 10 tips for choosing effective team members. About Leaders. https://aboutleaders.com/effective-team-members/#gs.emxdse 

Change agents are described as those who communicate the organization’s vision and request change, along with providing the mechanisms for employees to express their support of the change (Endrejat et al., 2021). This same article described research findings that suggest that change agents use more autonomy restrictive techniques over supportive communication (Endrejat et al., 2021).

It appears the term guiding teams refer to the supportive team of employees that have grasped and bought into the vision for change and assist other employees in the transition. An article titled “The contribution of change agents’ sensegiving practices to recipients’ change readiness” (2020) discusses how symbolic practices or information to employees alone does not garner the necessary support for success (Bloema, 2020). This same article illustrates how clear communication, representational practices or symbols, and events centered on learning new skills provide the necessary combination for team members to help others understand the vision (Bloema, 2020). 


Bloema, M.L. (2020) The contribution of change agents’ sensegiving practices to recipients’ change readiness. Master thesis, Business Administration: Change Management.

The contribution of change agents’ sensegiving practices to recipients’ change readiness – Student Theses Faculty of Economics and Business (rug.nl)

Endrejat, P. C., Klonek, F. E., Müller-Frommeyer, L. C., & Kauffeld, S. (2021). Turning change resistance into readiness: How change agents’ communication shapes recipient reactions. European 

Management Journal39(5), 595–604. https://doi-org.lopes.idm.oclc.org/10.1016/j.emj.2020.11.004

Change agents are important in helping the change occur and can be either through internal and/or external agents of the organization. The change agent consists of anyone that has the power and skills to facilitate, stimulate, and coordinate the change effort to help facilitate the change (Lunenburg, 2010). According to Lunenburg (2010) there are four types of change agents that consist of: outside pressure-these are agents outside of the organization; people-change-technology-consists of the individual such as employee morale and motivation; analysis-for-the-top-focuses on improving the efficiency and output of the organizational structure which most managers assume this role when the change is being implemented; and organization-development-focuses on internal communication, decision making, and intergroup relations. The roles of the change agents consist of consulting-involving data from outside the organization to help validate data and help solve problems; training-on how to use data to make an effective change; and research-involves skills needed for valid evaluation of effectiveness and help implement the plans (Lunenburg, 2010). 

 The guiding team is a group of individuals that help to guide the team and encourage the change to occur. The guiding team needs to consist of individuals with skills, relevant knowledge, formal authority, organizational credibility, leadership capacity, are positive, supportive, and encourage the team through leadership vision communication and motivates the team (Kotter, 2002). 

The purpose of the change agents is to be someone that is driven to find the best approach to bring about change through their competencies and skills along with initiating, facilitating, and coordinating change. Change agents understand the steps that are needed to manage the make the change successful along with anticipating problems that may occur within the change and how to manage them when they occur (Business Jargons, n.d.).  “A change agent supports and promotes new ways of doing things and is often considered a valuable bridge between the leadership and the other employees. He provides answers and reasons for the change and persuades others to join the initiative for the welfare of the company” (Bhasin, 2020).

Traits that the make the change agent and guiding team successful are ways how the change is managed rather than personal characteristics that they may pose (Lunenburg, 2010). According to Lunenburg (2010) consist of ten characteristics that consist of: hemophily, empathy, linkage, proximity, structuring, capacity, openness, reward, energy, and synergy. The guiding team is successful through communication, trust, and applying their skills and knowledge to motivate and encourage the team promoting the change.


Bhasin, H. (2020). Change agent-Definition, types, skills and examples. Marketing91https://www.marketing91.com/change-agent/

Business Jargons. (n.d.). Change agent. https://businessjargons.com/change-agent.html

Kotter, J. P. & Cohen D. S. (2002). The heart of change: Real life stories of how people change their organizations. Harvard Business Review Press.

Lunenburg, F. C. (2010). Managing change: The role of the change agent. International Journal of Management Business and Administration, 13. https://naaee.org/sites/default/files/lunenburg_fred_c._managing_change_the_role_of_change_agent_ijmba_v13_n1_2010.pdf

A change agent is a person or a group in charge of initiating and managing change in a company. Managers and employees that have been tasked with overseeing the change process are known as internal change agents. In many creative organizations, managers and employees are trained to develop the required skills to deal with change. Another alternative is to use external change agents, such as consultants from outside the firm. External change agents are commonly used by businesses to assist with large-scale organizational changes. Because they are external consultants, they are not bound by their culture, politics, or traditions. As a result, they can challenge the status quo by providing a new perspective on the situation (Lunenburg, 2018).

On the other hand, external change agents may be unfamiliar with the company’s history, operating techniques, or personnel, which might be a disadvantage. Change agents have at least three separate roles: consultation, training, and research. Each of these duties may be performed by a leader, and they are frequently done so. An outside change agent can also carry out these tasks. As a consultant, the leader connects employees with data from outside the company or assists company members in gathering data from within the company. The leader may also act as a trainer in addition to being a consultant. The manager assists members of the organization in learning how to use data to achieve change in this setting. Finally, the manager may play the researcher’s job closely related to the prior role.

A guiding team, also known as a coalition, is a group of people that work for a company that is reforming its operations. Guiding teams are people who have a mission to turn any project or goal into reality. While an official organizational leader manages projects, guiding teams are handled by an informal network, making them incredibly successful (Carpen, 2021). Guiding teams examine various change adoption approaches to achieve their purpose. Values and motivations are different when promoting change at the grassroots level than when bridging a gap at the executive level. For executives trying to implement new ideas and improve their businesses, a coalition—a powerful, motivated team of volunteers from across the organization—is a critical tool. It is also vital to decide who should be a part of the governing coalition. This group should consist of twenty-five to thirty people from throughout the organization. They will come from all levels of the business and will oversee all of the other procedures required to make anything significant happen.

Having a change agent and guiding team serves a variety of reasons. A change agent helps a company reach its transformation goals more quickly. The change agent inspires the team to embrace change and recognizes minor victories along the way. Stakeholders are advised of the need for change by the change agent and guiding team. The guiding team delivers the necessary training to the workforce and management to sustain and hardwire the transformation process.


Carpen, K. (2021, July 1). Change Management – Step 2: Build a Guiding Coalition. Viral Solutions. https://viralsolutions.net/change-management-step-2-build-a-guiding-coalition/#.YX4DDdbMI-Q

Lunenburg, F. C. (2018). Managing Change: The Role of the Change Agent. INTERNATIONAL JOURNAL of MANAGEMENT, BUSINESS, and ADMINISTRATION13(1). https://naaee.org/sites/default/files/lunenburg_fred_c._managing_change_the_role_of_change_agent_ijmba_v13_n1_2010.pdf

Change agents improve a systems functionality and can foster change with good communication(Endrejat et al., 2021) They are organizational leaders that support change (Alagoz, E., et al. 2018).  The change agent helps communicate the vision, models strategies positively, and challenges traditional ways of thinking. Change agents are project champions who actively promote change(Blanchard, 2010).

However effective change requires teamwork. A good guiding team should represent a range of people both those who support change and some skeptics. A guiding team works towards a compelling, inspiring, and unified voice in favor of change(Blanchard,2010). Most importantly it is essential to have an adaptable team that responds quickly to a changing environment (Endrejat et al., 2021).

Alagoz, E., Chih, MY., Hitchcock, M. et al.(2018). The use of external change agents to promote quality improvement and organizational change in healthcare organizations: a systematic review. BMC Health Serv Res 1842 . https://doi.org/10.1186/s12913-018-2856-9

Blanchard, K.,(2010). Mastering the art of change, Training Journal, 44-47.

Endrejat, P.C., Klonek, F.E., Muller-Frommeyer, L.C., Kauffeld, S.(2021). Turning change resistance into readiness: How change agents communication shapes recipient reactions, European Management Journal, 39(5), 595-604. https://doi.org/10.1016/j.emj.2020.11.004

Change agents are those conscious leaders within the company who oversee change(s). While transformation is incorporated within an organization; leaders do so through useful management and control of hierarchy. This brings innovative ideas and policies to enhance the work environment. Change agents can also be an outsider that has the qualities and or knowledge to bring about necessary changes within the company. On the contrary, guiding teams are a group of individuals tasked to create and execute the necessary changes in an establishment. Clarke (2010) believes these teams are tasked with training the

staff so, the required skills and knowledge to handle operations. Guiding teams handle the management of the organization and

lead them on their leadership responsibilities. Change agents and guiding teams are equally vital because they bring transformations within the company. Effective communication skills, leadership skills and knowledge are traits that make change agents and guiding teams successful. One must be able to get their message out clearly, know how to take charge and have the necessary knowledge required to make the needed changes.


Clarke, N. (2010). Emotional intelligence and learning in teams. Journal Of Workplace

Learning22(3), 125-145. http://dx.doi.org/10.1108/13665621011028594