As businesses continue to evolve and embark on transformation projects, the need for effective change management is more critical than ever. Whether your organisation is rolling out a new technology platform, shifting to a more agile operating model, or undertaking a company-wide restructuring, one thing is clear: change management is essential to ensure these initiatives succeed.
Unfortunately change management is not a one-size-fits-all role. There are a variety of specialised positions that cater to different aspects of managing change. Knowing which roles to recruit for can make all the difference to a smooth transition.
You should also consider the size and scale of the change initiative. A small departmental change won’t require the same resources or roles as a large-scale enterprise transformation. Understanding the complexity and scope of your project will help determine what change management roles are necessary to achieve success. Here’s a breakdown of key roles to consider based on the scale of your project.
Change Manager
The Change Manager is the go-to person for overseeing change initiatives. They develop and implement strategies that help employees navigate the transition from current processes to new ways of working. Change Managers are the architects of change, responsible for managing everything from communication plans to stakeholder engagement and resistance management.
Scale consideration: For small to medium-sized initiatives, a single Change Manager may be sufficient to lead the change. However, for larger-scale transformations, such as organisation-wide rollouts, multiple Change Managers may be needed to oversee different workstreams or departments.
Change Analyst
Where a Change Manager takes a strategic view, the Change Analyst delves into the details. This role focuses on assessing the impacts of change on different parts of the business, identifying gaps, and suggesting improvements. They analyse the “current state” versus the “future state” and help map out the journey between the two.
Scale consideration: In smaller projects, a Change Analyst may not be necessary, but for larger initiatives with complex process changes, a dedicated analyst can provide critical insights to support decision-making and fine-tune strategies.
Change Lead
When multiple change initiatives are in play, a Change Lead helps to coordinate efforts across projects. This role has a more strategic focus, ensuring that all change initiatives align with the broader business goals and that consistent messaging and methodologies are applied across the organisation.
Scale consideration: Large-scale transformations or multi-project programs often require a Change Lead to ensure alignment across different areas of the business. In smaller projects, the Change Manager may fill this role.
Change Communications Specialist
As we’ve discussed in previous posts, communication is crucial in any change initiative—but it’s not just about sending emails. A Change Communications Specialist crafts tailored messages that explain not just what is changing, but why it’s happening, how it will impact employees, and what’s in it for them. They are key to making sure that messaging resonates at every level of the business.
Scale consideration: For large, enterprise-wide changes, a dedicated Communications Specialist ensures that messages are consistent and tailored for different audiences. In smaller initiatives, this role may be handled by the Change Manager or a member of the project team.
Change Manager with Gravitas for Senior Leadership Engagement
In change management, particularly at senior levels, it’s not enough to simply manage communication, a change manager must have the gravitas to consult and work effectively with senior leadership. These individuals must influence, advise, and often “sell” the vision of change to executives. They act as trusted advisors who can navigate the complexities of organisational politics and secure buy-in from the top.
Scale consideration: Large-scale transformations that require senior leadership engagement and stakeholder management at the C-suite level need a Change Manager with the ability to work in a pre-sales capacity and sell the change vision. For smaller projects, this level of involvement may not be necessary, but gravitas remains a valuable skill for any change initiative involving key decision-makers.
Training and Development Specialist
Even the best-designed change initiatives can fail if employees aren’t properly equipped to embrace the new tools and processes. That’s where a Training and Development Specialist comes in. This role ensures that employees receive the training and support they need to successfully adopt new systems, processes, or behaviours.
Scale consideration: For smaller initiatives, training may be handled by the Change Manager or HR team. However, for large projects, like implementing new technologies across an entire organisation, dedicated Training Specialists are essential to ensure employees are properly prepared.
Organisational Change Consultant
An Organisational Change Consultant is typically brought in to provide short-term, high-level expertise for large-scale transformations. These consultants work closely with leadership to develop overarching change strategies, offering an external, objective perspective to ensure that the business is ready for change.
Scale consideration: Organisational Change Consultants are most useful for complex, enterprise-wide changes that require an objective viewpoint and specialised expertise. For smaller, department-level changes, this role may not be necessary.
In Summary
The size and scale of your transformation project will largely determine which change management roles are necessary. Small, targeted changes may only require a Change Manager and some internal communications support, while large, complex transformations could need a team of specialists, including Change Leads, Analysts, and Communications Experts, to guide the organisation through the process.
Effective change management requires a multi-disciplinary approach, with a range of specialised roles working together to drive successful transformations. By carefully assessing the complexity of your project and recruiting for the right mix of skills, you can ensure that your organisation is well-positioned to navigate change and achieve long-term success.
