How do you balance the competing demands and expectations of change sponsors and support roles?

Change management is a complex and dynamic process that involves multiple stakeholders with different roles, interests, and expectations. As a change manager, you need to balance the competing demands and expectations of change sponsors and support roles, who are essential for the success of any change initiative. In this article, we will explore some of the challenges and best practices for managing change sponsorship and support roles effectively.

1 Define change sponsorship and support roles

Change sponsorship and support roles are the people who provide leadership, guidance, resources, and influence for the change initiative. Change sponsors are typically senior executives or managers who have the authority and accountability to initiate, approve, and sustain the change. Change support roles are the people who help plan, implement, and communicate the change, such as project managers, change agents, consultants, trainers, or coaches.

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Osnat (Os) Benari

Top 25 Product-Led Growth Influencers | Bestselling Author & Speaker | Product Leadership | Workplace Resilience and Reinvention Guide
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Not including the right leaders in a change management process can create several risks and challenges, including: 1) Resistance from key stakeholders, which can derail the change effort. 2) Lack of ownership and commitment making it more difficult to achieve the desired outcomes. 3) Limited resources and expertise 4) Misalignment with organizational goals 5) Missed opportunities for innovation To avoid these risks, it is important to identify and involve the right leaders early in the change management process. These leaders should have the necessary authority, expertise, and influence to support the change initiative and drive its success.

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Valerie Nielsen

| Risk Management | Internal Audit | Process Improvement | Technology | Operationalizing Compliance | Third Party Vendors | Geopolitics | Revenue at Risk | Board Member | Transformation | Governance | Speaker |
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This is where the most time should be spent in presenting a working model and asking for feedback from sponsors and insights from support roles on what has worked well on projects and the historical roadblocks. This way the change manger can use a version of a RACI chart to reflect the sponsor and support role feedback to gain alignment. As a project processes, there should be milestone check-ins to learn if demand and responsibilities should be adjusted to reflect the current landscape.

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2 Understand their needs and expectations

One of the key tasks of a change manager is to understand the needs and expectations of change sponsors and support roles, and align them with the change vision and objectives. This requires conducting stakeholder analysis, engaging them in regular dialogue, and establishing clear roles and responsibilities. You also need to identify and address any gaps, conflicts, or risks that may arise from their different perspectives, interests, or agendas.

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3 Communicate effectively and consistently

Communication is vital for building trust, commitment, and collaboration among change sponsors and support roles. As a change manager, you need to communicate effectively and consistently with them, using appropriate channels, formats, and messages. You need to inform them of the change progress, benefits, and challenges, and solicit their feedback and input. You also need to communicate the expectations and responsibilities of each role, and acknowledge their contributions and achievements.

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Osnat (Os) Benari

Top 25 Product-Led Growth Influencers | Bestselling Author & Speaker | Product Leadership | Workplace Resilience and Reinvention Guide
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Communication is a critical factor in the success of a change management process. Effective communication helps to ensure that everyone involved in the change initiative understands the goals, objectives, and expectations and feels informed and engaged throughout the process.

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4 Provide support and guidance

Change sponsors and support roles may face various challenges and difficulties during the change process, such as resistance, uncertainty, stress, or workload. As a change manager, you need to provide support and guidance to them, and help them overcome any obstacles or issues. You can do this by offering coaching, mentoring, training, or recognition, depending on their needs and preferences. You can also create a supportive and positive culture that fosters learning, innovation, and teamwork.

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5 Manage changes and issues

Change is often unpredictable and dynamic, and may require adjustments and adaptations along the way. As a change manager, you need to manage changes and issues that may affect the change sponsors and support roles, and ensure that they are informed, consulted, and involved in the decision-making process. You also need to monitor and evaluate the impact and outcomes of the change, and report any deviations or discrepancies to the change sponsors and support roles.

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6 Build relationships and networks

Change sponsorship and support roles are not isolated or independent entities, but rather part of a larger system and network of stakeholders. As a change manager, you need to build relationships and networks with them, and foster a sense of shared ownership and responsibility for the change. You can do this by creating opportunities for interaction, collaboration, and feedback, such as workshops, meetings, forums, or social events. You can also leverage their influence and connections to engage and mobilize other stakeholders.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Osnat (Os) Benari

Top 25 Product-Led Growth Influencers | Bestselling Author & Speaker | Product Leadership | Workplace Resilience and Reinvention Guide
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Effective communication is critical in a change management process as it builds trust, transparency, and engagement, provides clarity and direction, and facilitates collaboration and teamwork. Communicating success in a change management process is equally important as it celebrates achievements, builds momentum and motivation, increases engagement and ownership, gains support for future changes, and creates a positive brand reputation. By communicating success, change leaders can reinforce positive behaviors, create a culture of continuous improvement and innovation, and increase the likelihood of successful implementation of change. Don't forget to celebrate success as a way to recognize the efforts of employees and stakeholders!

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Jamie Ryan

Business Support and Executive Development - Business Coaching - Executive Mentor
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There is often a lack of operational expertise and confidence when it comes to managing change, reducing waste, improving productivity, and transforming organisations. “We tried that years ago, and it didn’t work.” “We have always done it that way.” “What If it goes wrong?” “Why should I” Resistance to change is heavily imbedded at into many organisations, so it is often more fruitful to change the culture of a business, rather than trying to change just one thing or one manager. Ensuring a wider understanding of the need to continuously adapt, making innovation fun, and giving permission to fail when trying out lots of new ideas, are just some of the tools required for an organisation to survive in this ever-changing world.

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How do you balance the competing demands and expectations of change sponsors and support roles?

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2

3

4

5

6

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1 Define change sponsorship and support roles

2 Understand their needs and expectations

3 Communicate effectively and consistently

4 Provide support and guidance

5 Manage changes and issues

6 Build relationships and networks

7 Here’s what else to consider

Change Management

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How do you balance the competing demands and expectations of change sponsors and support roles?

1

2

3

4

5

6

7

1 Define change sponsorship and support roles

2 Understand their needs and expectations

3 Communicate effectively and consistently

4 Provide support and guidance

5 Manage changes and issues

6 Build relationships and networks

7 Here’s what else to consider

Change Management

Rate this article

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