Cornell Applied Research and Extension Program Councils and Work Teams

Within every organization, people respond to new ideas in distinct and predictable ways, based on differences in individual tolerance and perceived risk. The variations in individual response to new ideas have been categorized by behavioral scientists into five distinct response groups, each group either more or less tolerant of change than the others. One's placement in a particular segment is based on the level of perceived opportunity and risk associated with valuing diversity. (Implementing Diversity, Marilyn Loden)

Innovators (2.5%) Eager to explore and invent, idealistic, organizational maverick, sees diversity as a creative opportunity

Change Agents (13.5%) Influences implementation and leads change, seeks out and passes on information--an opinion leader, sees diversity as knowledge enhancing

Pragmatists (34%) Cautious, relies on peer experiences and endorsement, sees diversity as desirable after proven by change agent.

Skeptics (34%) Closed to personal exploration, mainstream popularity required before trying something, relies heavily on authority and majority endorsements, sees diversity as potentially harmful and moving too fast.

Traditionalists (16%) Pessimistic, against change, avoids involvement, sees diversity as dangerous and a threat to the status quo, likes the "good old days".

Characteristics of Change Agents
Self-responsible and self-challenging
Good listener
Comfortable with discomfort
Willing to take risks and make mistakes
Good model for respect and partnership
Non-defensive
Continual learner
Ability to clarify vision and concepts
Consistent
Pioneering spirit and long-term perspective
Dialogues with colleagues
Encourages others
Facilitates involvement of others

Who Are The Change Agents in Your Association?
Identify your change agents
Create a common vision, process, framework, and language
Empower them
Continually strategize and restrategize
Support each other