Learn how to align your personal brand values with that of the company, group, or organization you lead and influence. Get comfortable stepping into your full potential, building advocacy, and leading in a way that you are most effective.
The ability to sell change throughout the organization, often encompassing strong technical social skills.
As change can create substantial resistance and criticism, a change agent must be thick skinned to face this. According to a Harvard Business Review article, a critical element to success is the personal relationships and networks that change agents have with colleagues. One thing all leaders should keep in mind as they begin a change initiative is that a period of chaos may likely ensue, whether related to poor implementation or resistance, things could appear to be getting worse before better—there will be a gap to where one wants to be.
Widespread organizational support, perhaps using a plan that has proven effective elsewhere.
Translate the solution to reflect how the change will satisfy each of their needs, especially those regarding cost, quality, service and speed. As a catalyst for producing directional change, you will be faced with the challenge of managing resistance to change. Negotiating with key players for resources, for changes in procedures, and to resolve conflict.
A change agent, or agent of change, is someone who intentionally or indirectly causes or accelerates social, cultural, or behavioral change.
As the time to end another year with PLP comes to a close I hope you are seeing yourself as an agent of change. One way to look at problems as if you’re seeing them for the first time is to look outside of education for ideas that have been working for a long time.
An object at rest tends to stay at rest, and an object in motion tends to stay in motion with the same speed and in the same direction unless acted upon by an unbalanced force. During a 25-year education career, Sheryl Nussbaum-Beach has been a classroom teacher, technology coach, charter school principal, district administrator, university instructor and digital learning consultant.
Really, I want to be a positive change agent and I really find your write -up very helpful and insightful . Follow Us Get email updatesGet your free digital copy of The Connected Teacher: Powering Up, plus you'll be subscribed to all the latest professional learning content from Powerful Learning Practice, notifications when we have a sale on our online courses, and more. My colleagues and I are often asked to ‘decode’ the process of business transformation and provide the repeatable ‘formula’ for success. One thing I do know for certain is that the role of the change agent – internal and external – is critical in any transformation process. In our own practice, as well as in my observation of others, I’ve identified fifteen attributes that the best change agents appear to share. These are classified as DOING (the specific skills and methods for creating change), SEEING (the ability to make sense of, and reshape perceptions of ‘reality’) and BEING (personal characteristics and qualities). In my experience, one of the biggest traps for change agents is an over-whelming emphasis on ‘DOING’.
Below is how I have codified the key attributes of the transformational change agent under these three headings. As I read your list of characteristics for Being, I found myself wondering if the change agent’s connection to something bigger than themselves is implied in your list, or missing. I wonder if there’s another feature of success, worth stating explicitly, namely alignment of all three layers behind a purpose?
This personal quality seems to underlie a lot of the questions people ask of change leaders early on, seeking to establish if they share values.

Exercise Portal Interactive, online exercises and resources portal supporting Leadership Transformed. Overview: The Practicing Implementation Effectiveness workshop is designed to help partners in the change process to refine their skills to identify resistance, diagnose needs, recognize organizational levers to pull to drive change, coach change champions and execute components of a change plan. Prior to attending the workshop, participants will participate in a webcast introducing the critical success factors of Implementation Effectiveness.
The Practicing Implementation Effectiveness workshop is a fast-paced and interactive two-day educational event.
Following the workshop, participants will have access to a library of webcasts providing further insight on the application of Implementation Effectiveness concepts. Overview: The Change Agent certification prepares both internal and external practitioners to build and execute comprehensive change plans within an organization. Prior to the Change Agent certification, participants will be asked to complete an assessment to establish a baseline for their current level of change fluency. The two day Practicing Implementation Effectiveness workshop is an intense and interactive two-day educational event. Following the workshop, participants will complete post-work assignments and receive two 30-minute coaching sessions from II facilitators as they work to apply their learnings to build and execute a change plan.
Overview: Change Mentor certification prepares internal practitioners to build change capability by educating, coaching and mentoring change agents and to establish and manage a change network effectively. Participants will complete a pre-workshop assessment to establish a baseline for their current level of change fluency and proficiency in a series of change competencies.
Building on the foundation of the 2 day Change Agent workshop, participants will attend a 3 day in-depth workshop intended to prepare them to deliver the Practicing Implementation Effectiveness workshop. Following the workshop, participants will have the opportunity to engage in up to four 30 minute coaching sessions with a member of the Implementation Institute staff. It’s how we organize, approach, and facilitate change that can make or break any organization.
They redefine the terms of education by embracing one-of-a-kind ideas in a culture of me-too thinking.
Ideas that are routine in one situation can be revolutionary when they migrate to another, especially when they challenge the prevailing assumptions that have come to define school culture.
How do you push yourself as an individual to keep growing and evolving so as a result, your school can do the same?
Sheryl is the co-founder and Chief Executive Officer of Powerful Learning Practice, where she works with schools and districts from around the world to re-envision their learning cultures and communities through the Connected Learner Experience and other e-learning opportunities.
I definitely liked reading everything that is written on your site.Keep the aarticles coming. Pls keep me updated on any of your material that can be helpful to me on becoming the best. I guess this is understandable given that widely quoted statistic – you know the one – that 70% of all change efforts fail.
Recently, I’ve been asked to speak quite a bit on this topic; to effectively answer the question “What does it take to be a transformational change agent?
This is understandable given it’s ‘the stuff’ of change, and is readily observable and actionable.
While we have used these attributes as an internal benchmark in our company for a while, I’ve only begun speaking about them publicly very recently. Even with many case studies in hand, my colleagues and I remain students and learners trying to perfect our craft and make sense of this complex and nuanced phenomenon called transformation. One may consider the attributes of SEEING to be characterized by verbs which supports a wider spectrum of sensory capabilities feeding the awareness of the OBSERVER that is “BEING”.

This is just one example of the very real disconnect that often exists between what we see as important for the individual and what we see as important for the collective organization – we too easily forget the obvious fact that our organizations are made up of individuals. I have found that this sense of being part of something bigger than one’s self is an essential piece of the puzzle.
This seems relevant to the change agent as a person as well as to their work on a particular issue. Participants will work to understand the critical success factors of Implementation Effectiveness while engaging in a sophisticated business simulation, played competitively by teams, that provides a compelling hands-on lab for discovering and testing the link between strategy and execution.
Intended to broaden and deepen a practitioner’s understanding of the principles of change management, the certification process first requires practitioners to become Certified Change Agents. Additionally, individuals will participate in a webcast reinforcing the critical success factors of Implementation Effectiveness and will be asked to bring a project on which they are currently working to provide greater retention of the information through real world application.
Here they will learn the facilitation process and understand the alignment between the participant materials, simulation, application activities, tools and assessments. Within these sessions, participants will engage in further discussions designed to deepen their understanding of content and provide feedback and coaching on the application of concepts, building of the change network and the selection, mentoring and development of change agents within their organization. Learn how, by consciously including your brand’s Dimensional Nucleic Assets® (DNA) into your decision-making processes during situations of change, how you can enlist, equip and empower your teams through change.
Psychologist Jerome Bruner describes what happens when we use what works to define what is new.
They lurch from one unfounded idea to the next, from the most recent instructional fad to the newest technology craze.
She is the author (with Lani Ritter Hall) of The Connected Educator: Learning and Leading in a Digital Age (Solution Tree, 2012) and serves on the ISTE Board of Directors. Our practices have evolved organically around our clients and our people over time, and along with it, so has our so called ‘formula’ for transformation. It’s been a personally challenging and exciting journey to try and articulate my thoughts, so let me share with you what I’ve learned. The very positive response has only served to invigorate my belief in the value of this content. That said, we have learned from our client experiences, good and bad, that there are several common elements to successful transformation efforts.
As a researcher, consultant, business leader, speaker and published author in HBR, Peter’s approaches to transformation have impacted across the globe.
Once this pre-requisite is complete, the Change Mentor Certification process begins with a pre-workshop assessment followed by a three day deep dive into the critical success factors, workshop delivery process and post-workshop coaching and delivery activities. The workshop will also build the needed facilitation and coaching skills and participants will learn how to select, coach and develop change agents in the context of building a change agent network.
The typical timeframe for completion is 1-3 months depending upon application opportunities. They rediscover and reinterpret what’s come before as a way to develop a line of sight into what comes next. Action research can help you target what works and guide you in developing a long term plan toward positive change.

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