How to choose and support change champions

By Change & Learning Solutions · Published 5 November 2026 · All insights

When something changes, people rarely read the guide. They ask the colleague next to them. A change champion is that colleague, with the right information and a bit of support behind them. Here is how to choose and support them.

How to choose champions

• Choose people their peers trust, not only the most enthusiastic.
• Spread them out. Cover teams, shifts and sites, so that wherever people will ask for help, a champion is there.
• Include some sceptics. A sceptic who is convinced is persuasive, and tells you what you have missed.
• Agree the time. Talk to their manager and agree how much of their week it takes.
• Ask, do not instruct. People who choose to take part do it better.

What champions do, and do not do

They answer first questions, show a colleague how to do a task, pass on what is not working, and share tips. They are not the help desk, and they are not there to enforce the change. Say this clearly, so they do not end up in the middle.

How to support them

• Brief them before everyone else, so they know more than their colleagues.
• Give them short training on the change and on how to help others.
• Hold a regular 20 to 30 minute catch up to share questions and fixes.
• Give them a quick route to answers, so they are never stuck.
• Recognise the work: tell their manager, include it in objectives, and say thank you.

How many do you need?

There is no fixed ratio. Start by asking where people will go for help, and make sure there is a champion there. A larger or more complex change needs more.

Plan for the end

When the project team leaves, champions often keep the change going. Agree what happens next: who they report to, how long the role lasts, and how new champions join.