Role clarity in the Recruiting Process - Part 2

The clarification continues… In Part 1 Dr Jen Frahm gave definitions to the responsibilities of a Change Leader, Change Sponsor and Change Manager. In this blog Jen will walk us through the roles of a Change Communications Advisor and a Change Analyst. I frequently find that the expectations of these roles vary greatly from company to company and even in larger organisations from role to role. Read on to get an understanding of what should sit with these roles.

Change communications advisor

I mentioned before that the change manager will often lead a team. One of the critical roles in the team is the change communication consultant or advisor. This is a person who comes from an organizational communication / employee communication / internal communication background who has specialized in change management. Their independent study or experience within change means they know how to build a communication campaign that will align and support a change program. And most often they are the ones who “do” not just advise.

For many managers, change communication means fact Sheets, FAQs, Roadshows and Manager Talking Points. Good change communication means timely information that is fed to the troops providing a consistent message and clarity in meaning.

But others argue for a broader understanding of change communication. Change communication is more than just a tool to introduce the new system, structure or values. A good change communications advisor can connect your messages and intent with the broader narrative of the organization.

Change analyst

Within a change team there is often a change analyst or two, many depending on the size of the change. A change analyst is a project role that is similar to a business analyst in that they work with large volumes of data. Where they differ is that they look at the data through the lens of understanding the audiences of change, the risks of change and a responsible for producing reports that inform the progress of change. They are often a generalist role and can turn to training analysis, communications analysis and business analysis as required. The change analyst is often the beginning of a career path for change managers.  

What of the overlaps?

Where it can get confusing is when there are overlaps. Many people fill multiple roles – so if I think about my work at the moment and what I do with clients, I am 30% change consultant, 60% change manager and 10% change agent. And this mix changes depending on context and client work. Other consultants may have a mix of change leader (from their past), change agent and change consultant. Change leaders can be change agents. Change agents can be change leaders. Change leaders, change agents and change champions may get so energized by change management they chose to pursue a career as a change manager.

What do you think ? Would you define these roles differently? I’m keen to hear how you see these roles. What’s missing?

As a recruiter that specialises in Change, L&D and Communications, I work with clients across a range of industries including C&I and Financial Services. I partner with clients who have differing levels of change maturity to assist them with both contract and permanent roles. If you’ve come against ambiguities in the recruiting process whether you’re a candidate or client then I’d love to speak to you.

About Dr Jen Frahm

Dr Jen Frahm is a globally recognised expert in organisational change and change management. Her change projects have included culture change, process change, digital transformation, legislative change, mergers and acquisitions and technology / systems change. She has a popular podcast Conversations of Change, and can be found on twitter @jenfrahm.