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Digital Champions can come from anywhere within your organisation. From the top floor to the shop floor. In fact, having people onboard with variating job roles is imperative. For a champions network to be successful, they can’t all be from business areas like HR, Communications, sales and delivery. Nor should they be from IT roles like service desk for example.
Having people from various roles, from across the organisation, will bring a different perspective. It will help break down some of those silos and organisational barriers. It can even help with the common disconnect with the business and IT teams that we see a lot in big organisations.
This is because each person will approach this from a different vantage point. During the learning journey that the champions are taken on, the structured learning journey, they’ll pick up different advantages, and different ways in which the 365 tools fit together to showcase to their teams. As this gets shared wider, it will help the organisation realise the benefits for all different parts of the business and contribute to the build of Awareness, desire and knowledge of the product. 3 key components in the ADKAR model for change management.
ADKAR, which stands for Awareness, desire, knowledge, ability and reinforcement are the building blocks for creating change from the human perspective. The more the choices made with the champions to fit into this, the better.
