One of the most important initial tasks for senior management is the selection of potential Change Agents. The term "Change Agents" here is meant to include those individuals participating in the parallel organization. The parallel organization is separate from the formal organization structure. Positive influence is exerted on the organization culture through the parallel organization without having to rely on legitimate authority. We believe that a chain-of-progression occurs naturally and includes people in ever-increasing roles of influence.

This chain-of-progression normally starts with involvement on the Data Collection Team (DCT) - the first team to be organized. Normally DCT members form a strong bond with each other and a heightened resolve to help improve the organization cultural capacity and the quality of worklife of their associates. Once the DCT work is temporarily completed, members often want a new challenge and advance to other Change Agent roles of equal or greater importance: Coordinators, CapacityWare™ Administrators, Organization Developers, Team or Cultural Facilitators, and Team Leaders. A few decide not to pursue increased responsibility through this chain - that's certainly acceptable as well.

Because the "chain-of-progression" described above is a natural phenomena, it is imperative that the most potentially successful candidates be selected from the start for service on the DCT - the first link in this chain.

1. Time Commitment. The time commitment for the initial DCT assignment is likely to be from 16 to 18 hours over a week or two, depending on the client organization pace. Typically, this translates into two, one-day meetings of approximately 8 hours each and a couple of hours of "homework" in between meetings.

2. The Nature of the Initial Tasks. The Data Collection Team, with facilitation assistance from Quality of WorkLife Consultants (QWLC), will create the workforce survey. This includes the survey items, demographics, and open-ended questions. Between sessions, DCT members will be asked to show the proposed survey to coworkers to get their opinions about the selected items. The DCT will have hard decisions to make but will have plenty of help to be sure their time is well spent. QWLC consultants will provide "Item Pools" from which initial survey items can be gleaned before tailoring. The DCT may also create needed items from scratch. Their work will conclude with a recommended workforce survey.

Under ideal conditions Data Collection Team members will be selected from among a pool of volunteers. This will necessitate that senior management communicate the need for volunteers and a willingness to consider anyone who responds. Rarely, however, do initial volunteers step forward in just the right numbers and represent a cross section of the organization. Some legitimate management intervention is nearly always required to round out the demographic needs of the group (which often help determine Team size) to assure comprehensive representation. The body of a proposed "Call for Data Collection Team Member Volunteers" communication is attached.

Top management will make final selections based on the best qualified candidates.

The following criteria are desirable:

1. Has the best interests of the organization at heart - though they may be critical.

2. Reflects a significant segment of the organization population.

3. Has credibility with and trust of peers and upper management.

4. Is willing to take risks for the organization - has a "tough" skin when needed.

5. Respects confidentiality and anonymity routinely.

6. Is a credible center-of-influence.

7. Has a positive attitude as well as those that are critically vocal.

8. Represents a major element of the organization.

We have committed to a process of continuous improvement that requires a cadre of non-supervisory employees to design a workforce survey with assistance from Quality of WorkLife Consultants, a firm based in Newport News, Virginia. The process begins with Data Collection Team selections, and subsequent meetings, scheduled for _____. With a short time schedule, your commitment to this priority will be appreciated.

Attached is some clarifying information about the selection process. Once you have read this information, request volunteers through whatever communication you determine is appropriate. Also consider potential candidates for this assignment who may not volunteer in the event you do not receive sufficient names as volunteers. When you have completed a list of all candidates, forward your list to ______ for a final selection.

Candidates will be notified by ______. We will also communicate with them directly concerning their specific assignment with advanced materials and the date, time, and place of their first meeting.

As the attached material suggests, a large measure of the long-term success of this effort rests with an initial selection of the best possible candidates. Their first job is a demanding one. The value of a workforce survey that gets directly to the heart of issues that need attention is of critical importance. Thank you for your attention to this important project.