CHANGE AGENT

Produced by :
rahul sharma
 DEFINING OF CHANGE AGENT

I. Change agent is an OD specialist who contracts with an

organization to facilitate the process of change in the
organization.

II. He performs a systematic diagnosis of the organization and

identified work related problems.

III. He or she gathers date through questionnaires, personal

interviews, and observations from meetings and surroundings
 IMPORTANCE OF CHANGE AGENT

• Sensitivity to changes in key personnel, top management perceptions

and market conditions, and to the way in which these impact the
goals of the project.

• Setting of clearly defined, realistic goals.

• Team-building abilities, to bring together key stakeholders and

establish effective working groups, and to define and delegate
respective responsibilities clearly.

• Networking skills in establishing and maintaining appropriate

contacts within and outside the organization.
.
• Communication skills to transmit effectively to colleagues and
subordinates the need for changes in the project goals and in
individual tasks and responsibilities.

• Interpersonal skills, across the range, including selection, listening,

collecting appropriate information, identifying the concerns of others,
and managing meetings.

• Personal enthusiasm in expressing plans and ideas

 A D VA N TA G E S O F
CHANGE AGENT
INTERNAL EXTERNAL CHANGE AGENT
CHANGE AGENT

1) Know the environment, culture, 1) Provides fresh, outside, objective

people, issues and hidden agendas. perspective.

2) Develops and keeps expertise and 2) Willings to assert , challenge, and

resources internal. question norms.

3) Create and maintains norms of 3) May have more legitimacy to inside by

organization renewal from within. not taking sides

4) Provide higher security and 4) Brings skill and techniques not available
confidentiality. from with organisation

5) May have trust and respect of others 5) Brings diverse organisational experince
to bear benchmark comparisions
 D I S A D VA N TA G E S O F C H A N G E
AGENT
INTERNAL EXTERNAL
1) May be biased has already taken side or 1) May or may not be available when needed
may be dislike or mistrusted by some stake by the organisation may split time and
holders commitment with other clients.

2) Previous relationships may contribute to 2) High expenses

subgrouping or fragmentation

3) Take CA away from others duties 3) Takes time to become familiar with the
system

4) Is subject to organisational sanction and 4) May creat co-dependency or may abandon

pressure as an employee the system.
 ROLE OF CHANGE AGENT

• The role of the change agent is to designed and implements the

change efforts to help the organization to respond to the demands of
the dynamic economy.

• They play supportive role for the organization in bringing the change
and in achieving the objectives of the change.

• The general nature of change agents often produces the best result
with groups.

• Changing the norms of the organization, including accepted

standards of behavior and daily work practices

• The change agent role is most effective when it is institutionalized

and insulated to some extent from day-to-day political tensions.
• Help the organization with the problem solving procedures: identify,
define and clarify the problem; generate alternatives; and plan
evaluation.

• develop and conduct surveys of other assessments to gather data on

important organizational processes.

• implement plans, take responsibility for decision making.

• The change agent’s capabilities have a major impact on success or

failure of the project
THANK YOU