Agents of change motivate teams to engage in the company's transition strategy.

In business, the only constant is the steady pace of change. Today's competitive, fast-paced marketplace means that organizations need to quickly and successfully adapt to market fluctuations, changes in demand or the introduction of new technology. 

Agents of change are required for every organizational change, no matter the motivating factor. A change agent  is defined by The International Journal of Management as anyone who has the skill and power to stimulate, facilitate and coordinate the change effort. 

Typically, agents of change are leaders in their organization, either at the executive or management level. Change management consulting can help these professionals realize the importance of their role in readying their workforce to confidently face future challenges, and must sympathetically address any resistance to organization change. 

To be an effective agent of change, it is important to have a comprehensive understanding of the motivating factors behind the organization's new direction. The change agent will not only be responsible for sharing with various teams the benefits of the change, but will need to be able to address any and all concerns held by staff about the new direction. Change agents do not simply inform teams of changes, they motivate their employees to engage and contribute to the process.

Organizational change management can significantly jeopardize a company's future if not approached with the proper perspective and talent. Organizations must continue to adapt to new ways of doing business, and those that refuse to evolve from entrenched processes will soon find that their competitors are surpassing their efforts. Agents of change are on the front lines, ensuring that teams and leadership have open channels of communication and can face the future with confidence.