Encouraging Each Other

Change Agents – Catalysts for Change

Every change management and organizational development process needs some agent whose expertise is both the theory and practical aspects of the entire process. Change agents are like planks that support the change management and developmental processes in an organization.

The root and origin of the organizational change agent is supposed to have a very strong impact on the processes. He may be from some outside organization or a consultant. He can also be a member from the inside of the organization. An agent from the inside has deep knowledge about the affairs of the organization and its processes, systems and controls. However, an internal agent may face issues in focusing on the tasks and hence, might not be able to efficiently execute the change management processes.

An external agent comes in with an entirely different point of view. He views the organization from a system point and offers more objective based views and perceptions than someone from the inside of the organization. Below is a detailed a set of powers exercised by the change agents.

  • Change agents are given a very high status in an organization by the leadership of an organization.
  • He/She is considered a trusted member and is given freedom in handling the information and other systems and controls in the organization.
  • High experience and expertise in organizational change and continual and sustainable developmental processes.
  • Validity and authority of the change agent based on his work profile and customer portfolio.
  • Change agents are also considered as the best options to help the organizations achieve their targets, goals and objectives.

Matters an agent can change!

  • Anatomy / Structure – Structure is defined as the usual hierarchy of the organization that is basically responsible for the distribution of responsibilities in the organization. Hence, a change in the structure of the organization can change authority and thus improve the function and performance of the organization.

  • Applied sciences and technology – Technology and types of equipment used is responsible for the work processes. A change in technology or introduction of new equipment or change in automation can redefine the ongoing work culture in the organization.

  • Team members – Changing the attitude, perspective and approach of the organization helps the team members work together in a more efficient and productive manner. It also includes reducing tension and temper on a group or team level.

  • Floor setting – The interiors and placements of various types of equipment and tools can also change and accelerate the pace of organizational development. It affects the flow of information and control over the relative aspects of an organization.


Change management agents are the key to unlock the hidden potential and help an organization apply change management processes in an effective and correct way. It also keeps the processes in loop so that the organization can make the optimum use of the organizational change and development processes. Team Faber has been an active promoter of organizational development and has been associated with hundreds of clients and has helped them in achieving continual and sustainable organizational development. To know more, contact us.

 Written And Compiled by Faber Kishlay And Faber Mayuri 

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