Adopting change effectively in the workplace hinges on focusing on a particular aspect for transformation.
In the ever-evolving worlds of Washington D.C. and Silicon Valley, change is the norm. Artificial Intelligence (AI) is already redefining workplaces by automating tasks, changing job requirements, and ushering in new roles. Consequently, worldwide CEOs are revamping their business models to adapt to this AI revolution. According to a McKinsey report, by 2030, a whopping 70% of companies will have embraced this technological shift and adopted at least one AI technology.
However, the human brain is programmed to resist change. The amygdala, a key region of the brain, considers change as a threat, triggering the infamous "fight or flight" response. A study from Georgia State University even found that monkeys were more adaptable to change than humans.
So, how can you navigate professional change effectively? The key lies in shifting your mindset.
Organizational change refers to the process of revamping a company's structure, strategies, processes, culture, or technologies to boost performance or tackle internal challenges. This transformation can be as subtle as incremental improvements or as radical as restructuring or mergers. Drivers of change can stem from both internal and external sources, such as leadership changes, innovations, economic shifts, competition, or regulations.
Successfully managing change requires effective communication, strong leadership, employee engagement, and strategic change management plans. When handled successfully, change enhances efficiency, fosters innovation, and ensures long-term sustainability in the ever-changing business landscape.
Change in the workplace is often met with resistance, not only due to our primal fear of the unknown but also because change requires cognitive effort. As per research, employees' ability to cope with change has dropped to 50% of pre-pandemic levels. Change fatigue, a feeling of exhaustion and disengagement, arises when people are overloaded with the constant need to adapt. This feeling is commonly caused by frequent shifts in directions combined with insufficient communication and support.
Change in the workplace is challenging because it creates uncertainty and disrupts routine. Employees who are comfortable with the status quo may not see a need for change. Change can also involve restructuring or downsizing, causing fear of job loss, and raising trust issues when the leadership's intentions are questionable.
To navigate change, we need to undergo a mindset shift. According to Erika Andersen's book Change from the Inside Out, when an individual embraces a proposed change, a pattern known as "The Change Arc" unfolds.
When a change is announced, employees tend to ask three questions:
Instead of assuming that change will be easy and rewarding, most people assume that it will be difficult and costly. Unfortunately, the majority of employees get stuck in this negative mindset and refuse to support change initially.
By shifting your mindset, you can approach change as an opportunity for growth rather than a threat. Discuss your feelings and concerns with your manager, explore how the change may affect your priorities, and understand how the organization will support you. Once you fully grasp the details, you'll feel engaged, open-minded, and in control. Embracing change positively can lead to professional development, fostering resilience, and preparing you for future opportunities.
[1] Source: Cipd Report 2021 - "Transforming the Workplace"[2] Source: World Economic Forum (WEF) - "Future of Jobs Report 2020"[3] Source: Deloitte Human Capital Trends 2021 - "The future of work is here: Reskilling, upskilling, and the participation revolution"[4] Source: Harvard Business Review – "Dealing with Change Fatigue"[5] Source: McKinsey & Company – "The future of work: The role of reskilling and upskilling"
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In the ongoing transformation of corporate social responsibility, diversity, equity, and sustainability (CSR, DEI, and ESG) practices, companies are re-evaluating and enhancing their strategies for safeguarding their public images.
Although HR and internal communication departments cannot diminish the quantity of transformative initiatives, they have the capacity to alter the manner in which they relay such changes.
