Everything in our world is changing, from technology to marketing to distribution to capital markets. Even if evolution is not always in the same direction, it is evolving more quickly than ever. These turbulent times require individuals with foresight and insight to guide individuals, employees and organizations on an often overwhelming and intimidating path, while providing guidance and support along the way. Although there are many definitions of what a change agent is, it is generally accepted that a change agent is an individual or group who works with processes, physiological effects and innovative decision making ( Ottaway, 1983). This change can occur within an individual, an organization or a society (Ottaway, 1983). Change agents can be internal, for example managers or employees selected to oversee the change process. The hierarchical nature of traditional organizations is being left aside in favor of training those with the capacity to oversee change (Lunenburg, 2010). Changes are not always internal. External consultants are often employed. External consultants are generally not bound by the culture, bureaucracy, or values ​​of the organization. They are therefore able to bring a unique perspective to the situation and challenge the status quo. Whether internal or external, successful change agents must have a true understanding of the nature of change and how it affects organizations. There is a deep connection between “leading and changing” the organization. It is imperative that everyone involved understands the role of the change agent to ensure that change occurs comfortably and effectively. The need for individuals who can lead with this perspective, navigate middle of paper...... includes the steps leading to how the goal can be achieved. The elements of each competency come together to form a mutually reinforcing system and combine to produce agents of change when successfully completed. Changing a culture is a major undertaking and, ultimately, all of the organizational tools necessary for successful change will need to be used to help create urgency and meaning for the stakeholders involved. However, the order in which they are deployed has a crucial impact on the likelihood of success. The AOD graduate program provides an action plan for students to not only acquire the tools needed to affect change, but also understand when and how to use them. Although we will attempt to offer some recommendations for refining the program, we are aware of its robustness and effectiveness in training students to become triumphant agents of change..