JANUARY 2025HR TECH OUTLOOK9enable individuals to accept change. Leaders need to understand the team members who may resist change and help them navigate through that as part of the contingency and reinforcement plan. Along with implementing a new initiative, it is important to strengthen new behaviors that can facilitate proper change within organizations and understand what is needed to influence each person to embrace and adopt the change. In this way, we can significantly increase the chances of success.Key Issues in the Change Management SpaceThe best way to adapt to organizational change is through learning and development. All stakeholders within the organization need to understand what the change is about and the skills required to navigate it because change is constant and requires more openness and availability of information.Today's business landscape has gone beyond the idea of `doing what we are told.' People are looking for valid reasons as to why something is being asked of them, or something needs to be done. There is a lot of demand for understanding the reasoning behind this and viewing leaders as influencers of change. As such, it is important to get complete clarity on who the sponsors of change are and the natural change champions that can make things happen. This approach requires a lot of dedication, a curious mindset, and deep conversations anchored in a feedback culture to discern our business landscape and who will play what role.Change agility is critical for companies to survive; this can be achieved by providing learning opportunities for the people and ensuring the concepts of psychological safety and vulnerability are skills that leaders can exhibit daily. These skills also form the core for the entire workforce to stay ahead of all the different pressures that are a part of today's business. For instance, at Newmont, we invest in developing change leadership capabilities in our functional leaders.Advice for Change Management in the FutureChange management's future will be fueled by a combination of changing cultures, technology, and business practices. Today, people, in general, have higher expectations from their employers, leaders, and managers in terms of experience. The pandemic has accelerated the importance of purpose and value in how people view life and work balance. It is, therefore, important to ensure that change management is implemented in a people-centric way. It is, however, easier said than done, and it is a test of time for leaders who need to be equipped with skills that will enable them to assist their team members in navigating change from an individual perspective.In such challenging times, I would advise leaders to take a people-centric approach to change management, go beyond the scope of a specific model or project management, and consider how each individual will make changes independently. They also need to understand and act around intention and co-creating. They need to craft the change and their vision for the future in a way that allows their teams to participate, enriching the solution and making it easier to adapt to in the future. Leaders need to take a people-centric approach to change management, go beyond the scope of a specific model or project management, and consider how each individual can be supported/empowered to make changes on their own
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