Many change agents enter their roles armed with knowledge—academic models, theories, and frameworks they believe will guide their efforts. But when it comes to real-world transformation, relying too heavily on these tools can backfire. Instead of building connections and gaining buy-in, they might find their audience disengaged and distant. The most effective change agents understand that it’s not about what they know; it’s about how they communicate and relate to others. Here’s how they avoid the academic trap and create meaningful, lasting change.
Speaking Plainly and Simply
Some change agents believe using technical language and referencing theories will establish credibility. They might talk about frameworks like Kotter’s 8 Steps or discuss Lean principles, assuming these terms show they are well-prepared and knowledgeable. However, they quickly discover that such language often alienates their audience, making people feel disconnected.
The most successful change agents learn to simplify their language. Instead of saying, “We’re going to implement a continuous improvement model,” they might say, “We’re going to find quick ways to make our work easier and more effective.” Using simple, straightforward terms that connect directly to the team’s work makes change feel relevant and achievable. This shift invites engagement and curiosity as people begin to understand the value of the transformation.
Sharing Stories, Not Models
Change agents are often tempted to rely on models and frameworks, often presenting them through charts and bullet points. While these tools are important, they often lack the emotional connection needed to inspire action. People might nod during these presentations, but the real impact is minimal.
Change agents who succeed move beyond presentations and focus on storytelling. They share real-life examples—like a team that improved its productivity or a person who discovered new skills and career growth opportunities through a similar transformation. By grounding their message in stories, they bring concepts to life, showing how the change can positively impact their audience’s experiences. This approach makes the change relatable and achievable, sparking genuine interest and engagement.
Prioritizing Impact Over Process
Many change agents make the mistake of spending too much time explaining the detailed steps of a change process. They might think that laying out every part of the plan shows their thoroughness and competence. However, this often overwhelms people, who may feel lost in the complexity and uncertain about what it means for them.
Those who excel in driving change understand that people care more about impact than the process itself. They shift their focus from explaining every step to communicating the benefits of the transformation. Instead of diving into the mechanics of a new system, they highlight the positive outcomes—like increased efficiency, reduced workload, or opportunities for professional growth. By putting the focus on what people stand to gain, they make the change feel both meaningful and attainable.
Hands-On Workshops Instead of Presenting Theory
Change agents who rely on presentations filled with theoretical concepts often struggle to engage their audience. While these sessions may showcase some distant future state of how things should work, they can feel disconnected from teams' real challenges, making it hard for people to relate and apply the information.
Successful change agents know that learning happens best through experience. Instead of delivering lectures or presentations about theory, they create hands-on workshops where teams can work on actual projects and real tasks they face in their day-to-day work. These interactive sessions allow people to experiment with new processes, tools, or frameworks in a relevant and practical way.
Focusing on applying change concepts to real scenarios makes the learning experience engaging and valuable. People walk away not only understanding the theory behind the change but also feeling confident applying new methods to their work. This approach bridges the gap between knowledge and practice, building immediate and meaningful buy-in.
Build Communities of Practice
Some change agents may focus on sharing knowledge from a distance, thinking their role is to deliver information. While they may have expertise, this one-way approach can create a sense of detachment, leaving people feeling unsupported and isolated as they navigate change.
The most effective change agents shift their focus to building communities of practice—groups where people can share experiences, learn from each other, and collaboratively develop their skills. Instead of presenting information, they create environments where team members come together to explore new ideas, solve real problems, and support one another through the change process.
By fostering these communities, they transform the change experience from an individual effort into a collective journey. This approach empowers people to take ownership of their learning, builds camaraderie, and provides a support network where individuals can grow together. It’s not about being the expert; it’s about being the facilitator who brings people together to build their expertise, collectively navigating the change and ensuring its success.
Final thoughts
The most effective change agents understand that simply delivering knowledge is not enough. They must also be practical and work hard to apply that knowledge to real-world results. It's easy to fall into the trap of being too academic, but this can be avoided by creating a sense of shared purpose and ownership through speaking, storytelling, focusing on impact, and engaging in meaningful conversations. By doing so, they can transform change from an academic exercise into a journey that people want to participate in, leading to real and lasting results.
Do you want to hear insight from other change agents in our industry? Please listen to our podcast on organizational change.
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