Description
This tool was developed with the understanding that champions help to drive innovation development and implementation. The champion behaviour measure is informed by both innovation and champion theories. Innovation has been identified as an important way in which organizations respond to demands and advancements. The authors used existing literature to define champion behaviours.
The champion behaviour tool is a 14-item scale that measures three factors that are prominent in champion behaviours:
- expressing enthusiasm and confidence about the success of the innovation;
- persisting under adversity; and
- getting the right people involved.
The 14 items assess whether an individual:
- enthusiastically promotes the innovation's advantages
- expresses strong conviction about the innovation
- expresses confidence in what the innovation can do
- shows optimism about the success of the innovation
- points out reasons why the innovation will succeed
- keeps pushing enthusiastically
- sticks with it
- shows tenacity in overcoming obstacles
- continues to be involved with the innovation until it is implemented
- knocks down barriers to the innovation
- does not give up when others say it cannot be done
- gets problems into the hands of those who can solve them
- gets the right people involved
- gets key decision-makers involved
Responses from the champion behaviour measure are analysed to 1) identify champions within an organization; and 2) help determine champion skills that exist or are missing within an organization to facilitate the adoption of innovation.
A related resource on champions and innovation is:
Engaging public health champions to garner support for innovations
Steps for Using Method/Tool
The 14-item champion behaviour measure can be used to identify existing champions or champion behaviour gaps within an organization. There are three steps involved with using this tool:
1. Administer the measure to all individuals involved with developing and implementing an innovation in an organization.
2. Collect and analyze responses to the measure to see if a champion exists within an organization. In addition, analyze responses to see if there are strengths or gaps in champion behaviours across an organization.
3. Use the results of the analysis to inform implementation planning of a new intervention. Specifically, the results of the champion behaviour measure can show organizations where they can build capacity to successfully implement a new intervention or innovation.
Evaluation
This tool was evaluated with identified champions, top division managers and team members from 13 multinational manufacturing firms. These individuals were given questionnaires to assess the psychometric characteristics of the champion behaviour measure. Factor structure, convergent validity, discriminant validity and criterion validity were evaluated to determine the validity of the tool. Internal consistency was measured to determine the reliability of the tool.
Validity
Confirmatory factor analysis was conducted to assess overall model fit. An adequate fit was found for 14 out of the 29 items in the champion behaviour measure. These 14 items were retained in the measure.
Convergent validity evaluates whether the measure of individual promotion of innovation is correlated with established measures of transformational leadership: charisma, intellectural simulation and individualized consideration. The champion behaviour measure has adequate convergent validity—moderate to high correlations were found between the champion behaviour and transformational leadership measures.
Discriminant validity was checked to ensure that champion behaviour measures did not simply reflect personality characteristics of champions. This was done by assessing the correlation between the champion behaviour measures and champion personality characteristics (based on previous research). A low correlation was found.
Criterion validity was evaluated to measure the relationship between the champion behaviour measure and other variables also associated with champion behaviours, such as project performance. A regression was conducted to relate the champion behaviour measure to project performance. The relationship between the champion behaviour measure and project performance was significant.
The results of the psychometric assessment indicate adequate validity of the champion behaviour measure.
Reliability
Internal consistency of the champion behaviour measure was determined using Cronbach's a. Strong internal consistency was found.
These summaries are written by the NCCMT to condense and to provide an overview of the resources listed in the Registry of Methods and Tools and to give suggestions for their use in a public health context. For more information on individual methods and tools included in the review, please consult the authors/developers of the original resources.
We have provided the resources and links as a convenience and for informational purposes only; they do not constitute an endorsement or an approval by McMaster University of any of the products, services or opinions of the external organizations, nor have the external organizations endorsed their resources and links as provided by McMaster University. McMaster University bears no responsibility for the accuracy, legality or content of the external sites.
