Want large-scale change to succeed? Stop broadcasting. Start identifying your MVPs.
Every change initiative has a small group of hidden change agents. I call them the Most Valuable Players, MVPs, and they’re not always who you expect. They don’t have to be the most senior, or even hold a title. They just have to be energized for the new world you’re working to midwife.
Your job is to find them, equip them, and give them exciting ways to be part of leading the action.
Link their personal passions to the work. When I was helping to lead knowledge management at the World Bank, my boss knew I was a camper, backpacker and wilderness enthusiast. When it was time to activate the Environmentally Sustainable Development unit, he gave it to me. I poured everything I had into their success because it was a way for me to live my passion.
Show your MVPs their impact. Make their participation a professional opportunity worth saying yes to. I always tell them, especially if they don’t hold a senior position, “After this change takes place you will be an insider and in a position of strength to help with our future. Not only is spearheading change a great professional experience, it positions you for leadership in tomorrow’s organization.”
When your MVPs light up, they are one of the most powerful forces of positive change in your toolkit. Your hidden change agents. Harness them and build a cohort of change leaders across the enterprise.
