Change is a continuous and never-ending process. But in a world, where your organization needs a constant revamp, do you think your employees are easily going to adapt the change? Change is VUCA (Volatile, uncertain, complex, and ambiguous). Now consider that your employee requires to learn new skills, find new ways to communicate and alter their perspective towards their work & remain calm and focused.
Change is new normal, but do you think you can handle it? Earlier leaders use to predict the threats and risks for the company and used to prepare themselves and the team. But today, the risk itself has become unpredictable. In such an era, the companies have started to cope with the environment of VUCA rather than anticipating known risk. Organizational transformation model helps the employee move quickly in a dynamic environment, but also it needs the employee to re-imagine how they work.
In such an era, non-adaptive behavior is a big issue. Hence, below is the process which will help you build adaptive behavior progressively in the time of change implementation.
- Create Individual resilience:
We have usually thought of resilience as an inherent personality trait. But it can be learned over time. It can help an individual to enable self-awareness, self-management, realistic optimism, empathy and reaching out to connect with others. With the help of training for resilience, the employee can move from a pessimistic perspective towards change to an optimistic perspective.
- Build a network to fully empower teams:
The team of employees acquires the strength to adapt quickly as they learn resilience. A resilient team is skilled to manage change. Hence, it is necessary for the team to have the clarity of managing change, including changes in its membership, makeup and authority. Also, the leaders need to act as coaches and mentors and not as micromanagers.
- Implant resilience in your culture:
Every new normal test the organization’s culture. Like teams, culture is also stressed by changing circumstances. No individual “owns” the culture, but as a leader, you embody and exhibit the values that underlie the culture. Will they change in times of disruption?
The answer to this question by the leaders has a major impact on the resilience of the workplace itself. At research, it was discovered that organizational resilience requires putting stated values into action—in other words, integrity.
Individual resilience training, agility in teams and leadership integrity are the three pillars of organizational resilience. Bring it into the culture of your organization and they will see you through the next “new normal,” and the one after that.
Writtern & Compiled by Faber Priyal & Faber Mayuri.