For each initiative, the change agent should be a temporary position. Eventually, ownership of the new organization, process or system must be returned to the people who are doing the work.
I’m not talking about giving people a sense of ownership by involving them. I mean giving the job back to them to take care of from now on.
Ownership means they are personally responsible and accountable for conducting business the new way. Their independence from you as a change agent is the only way to know that the initiative was successful.
Of course, you can transfer ownership of smaller pieces of the initiative before the change is complete. Perhaps certain reports, meetings, processes or tasks are ready to be handed over. Let them have it! Once you transfer ownership, true installation of the change has begun.
What ownership might you transfer, and to whom?
Read more of the 99 Ways to Influence Change.