The Characteristics of Change Agents In The Context Of Organizational Development

Abstract

The significant role of a change agent is best illustrated by the thesis of Albert Einstein: “Without changing our pattern of thought, we will not be able to solve the problems we created with our current patterns of thought’’. Thus, the essential definition of a change agent follows the thesis of Einstein. Accordingly, the role of a change agent is to change the worldviews of stakeholders towards an attractive but unknown future as well as to support the management of required changes towards such a future. The purpose of this work is to provide an understanding of the characteristics that makes a change agent successful in the different phases of organizational development. Therefore this work has been concentrated to focus and elucidate the following issue: What are the most significant characteristics a change agent can posses to successfully implement organizational change? The elucidation is based on the confrontation of the theoretical interpretations, the empirical views of change agents and their impact on the different phases of organizational development. This thesis show that the most significant characteristics that conform to the ideal view of a change agent are: • A person of great analytical skills • A person who is a good listener • A person with great mediator skills • An excellent architect • A person with good teacher skills • A person who is a wise coach • A person who has a good understanding of the goals to strive for • A person who has a good understanding of the activities to perform • A person who has a good understanding of the methods and the communications styles to use in a given phase of organizational development