6. Become an early adopter and ally for change. Adapting early to change and being an ally for it is one of the simplest and most visible ways of leading change when you are not running the show. This entails wanting change to happen and working toward that goal as soon as you have a logical explanation for a particular alteration or modification.

7. Create a community of peers. Many change projects have frontline staff or employee councils that serve as the eyes and ears of change. This group relays information, ideas and concerns back to senior leaders so that the change plan can be adjusted as needed. If your organization has a change council, ask to be part of it. If it doesn’t, offer to help organize one.

For change leaders, there is no replacement for direct feedback as to how communications, plans, and new projects are being perceived in the field.

8. Help other employees cope with change. Even if you’re excited about change, not everyone will be. Some team members might find the going tough; they might also feel confused, angry or taken advantage of. You can help make the transition easier for them. First, be on the lookout for signals that someone needs help coping, like absenteeism, depressed or despondent behavior, or attacks on team members. You might want to intervene one-on-one or

9. Encourage communication among your peers. Remember, the sum of the parts is always greater than individual contribution levels added together. On a regular basis, ask yourself how you can help build a better organization by diffusing confusion, expediting the flow of information or reaching out to others.

10. Believe in the change and speak up. This isn’t so much about self-help as it is making positive ideas a reality. As soon as change starts happening, start talking about how great it will be. And if change isn’t happening yet, talk about past accomplishments in order to capture the emotions, excitement, and energy your team needs to forge ahead.

Whether you are the most junior employee in the company or the CEO, showing your enthusiasm for the project always helps. Change comes from the heart, not from corporate messaging. Remember that a sense of possibility for the future of the company is contagious.

If you see a change that needs to happen and you don’t yet hold the keys to the corner office, don’t just sit back and be told what to do. Be proactive.

Christina Tangora Schlachter is the founder and chief leader of “She Leads” and creator of the Leading Change Guide, which helps leaders reinvent themselves and their companies with a 12-week turnaround process.

Terry Hildebrandt is the founder and CEO of Terry Hildebrandt and Associates LLC, an organization development company, and a professional-certified coach.