Change Agent Role and Challenges Discussion

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I would like you to reply to this peer discussion post with one peer-reviewed scholarly articles. The post reply need to be substantial and constructive in nature. It should add to the content of the post and evaluate/analyze that post’s answer. Normal course dialogue does not fulfill the peer reply.

Post:

Change Agents

    Individuals taking on the  pivotal role of instigating or managing change are commonly referred to  as change agents, a term supported by Deszca et al. (2019). While change  agents are often found in managerial positions, they can also emerge  from employees who exhibit a deep understanding and acceptance of the  change process. Alternatively, organizations may source change agents  externally, offering fresh perspectives unaffected by the existing  organizational culture. Although externally sourced change agents can be  highly effective, their success may be hampered by their limited  knowledge of the organization’s culture and other factors influencing  change.

In the capacity of a change agent, several roles become apparent when  driving change initiatives. Drawing from my past organizational  experience, three primary roles come to the fore. The first role  involves consultation, where change agents assist fellow organizational  members in embracing change (Deszca et al., 2019). This role  necessitates a comprehensive understanding of the change, including its  significance and the steps required to ensure successful adoption. Thus,  training becomes a significant aspect of a change agent’s  responsibilities. Additionally, research plays a crucial role as change  agents acquire essential knowledge and skills, seek out solutions, and  explore potential strategies for managing change effectively.

In my previous roles within organizations, I have actively fulfilled  the responsibilities of a change agent, contributing to the successful  implementation of change initiatives. I have approached this role by  thoroughly comprehending the nature of the impending change, conducting  extensive research to understand why the change is imperative and the  expected outcomes. Furthermore, I have engaged with the management team  to gather critical insights and information regarding the impending  change. Armed with a profound understanding of the change, I have then  undertaken the task of enlightening my colleagues, helping them grasp  the intricacies of the change and its relevance to their specific areas.  This approach, particularly in the context of technological change, has  proven to be instrumental in garnering support, reducing resistance,  and ensuring the continued embrace of change by fellow colleagues.

However, my journey as a change agent has not been devoid of  challenges. On several occasions, I have encountered difficulties in  engaging with the management team. They were frequently unavailable,  preoccupied with other pressing matters, or had limited time to discuss  change-related aspects. Additionally, instances of inadequate  communication or the unilateral implementation of change by the  management have posed substantial challenges. In such situations, the  gap between the change implementers and other stakeholders, including  employees, has hindered the effectiveness of change agents. To address  these issues, I recommend that managers prioritize involving all  stakeholders, guaranteeing the smooth and positive acceptance of change  (Griffin et al., 2020). Furthermore, improving communication practices  can enhance information sharing, thereby simplifying the  responsibilities of change agents (Dempsey et al., 2021).