In my experience,  in order to succeed with a major change, a senior level champion with a high degree of granted power is a must.

By  major change I mean something that includes some aspect of cultural modification.  For example a re-organization or systemic process revamping.

Why a champion

Change always includes some level of resistance.  Depending on the nature of the change, the ferocity of the resistance will vary but it is always present to some degree.

Without a strong supporter, with a granted power base, it is unlikely, perhaps inevitable for the change to fail.  The resisters leverage the lack

A strong champion does not guarantee success but in my experience lack of a strong champion (change sponsor) guarantees failure.  Without some senior level of granted or organizational power, which those affected by the change recognize as such, the change is doomed.

Change Facilitator/Manager

If you embark on the process of leading, managing or facilitating a change the first and most important step is to confirm the champions committment.

If you are not sure the driving force, the sponsor/champion is going to step up and fly the flag with you when the going gets rough, maybe it’s best to avoid the assignment.

Do you really need the frustration that accompanies weak support? Few will appreciate or thank you for your efforts and if the sponsor/ champion is not fully invested in making the change successful they won’t thank you either.