Change catalyzing is the skill of recognizing when change is needed. It challenges the status quo, champions the change and role models it to others. A change catalyst is a forward-thinker, and is open to change as a way of self-improving, improving the organization, team, co-workers and even customers by change. A change catalyst is the person that understands that change is part of life and part of remaining competitive. And he recognizes that change often brings up fear in people. Yet, a change catalyst does not allow the fear of change to prevent the necessary changes from being made. He removes the barriers to change (old fixed mindset and emotional roadblocks) and influences others to champion the change.

How to be a change catalyst:

• Clear vision: A change agent does not have to be the person in authority, but they do have to have a clear vision and be able to communicate that clearly with others. People can be frustrated if they feel that someone is all over the place on what they see as important and tends to change their vision often. A clear vision does not mean that there is one way to do things in fact, it is essential to tap into the strengths of the people you work with and help them see that there are many ways to work toward a common purpose.
• Patience and persistence: Change does not happen overnight and most people know that. To have sustainable change that is meaningful to people, they will have to embrace it and see its importance. Many can get frustrated that change does not happen fast enough and they tend to push people further away from the vision, than closer. Change agents just help move people from point A to point B, at their own pace. Every step forward is a step closer to a goal.
• Ask tough questions: It is when people feel an emotional connection to something that they will truly move ahead. Asking questions focusing on "What is best for us?" and helping people come to their own conclusions based on their experience is when you will see that people have ownership in what they are doing. Keep asking questions to help people think--don't alleviate that by telling them what to do.
• Be knowledgeable and lead by example: Leaders are not just seen as good people but also are knowledgeable about what they are speaking. If you want to create change, you have to not only be able to articulate what that looks like, but show it to others. Change agents need to put themselves in the situation that they are changing. How can you really know how something works if you have never experienced it?
• Strong relationships built on trust: All of the preceding points mean nothing if you do not have solid relationships with the people that you serve. The change agents I have seen are extremely approachable and reliable. Trust is also built when you know someone will deal with things and will not be afraid to do what is right, even if it is uncomfortable.