SEPTEMBER 2019HR TECH OUTLOOK8In MyOpinionFlipping the switch on CHANGEGinger Nocom, Group Head of Change Management, Ruralco Holdings LimitedByDo you want results? Well, sorry to burst your bubble, but tech and tools are not the answer. In a world where digital disruption is everywhere, and technological advancements are growing at the speed of light, have we become too dependent on data and technology? Are data and insights dictating our decisions too much that we are losing the value of genuine human connection?Don't get me wrong I love data, insights, and technology! However, in leading and managing change, technology playa a small part on the path to success. The change paradoxQuoting Heraclitus in 500 BC, "change is the only constant in life." Fast-forwarding to the 21st century hasn't changed that fact. To get ahead, to remain competitive, and to stay relevant, we need to evolve as individuals and as organizations continuously. Being human, we are also conflicted. We hate change yet dread tomorrow will remain the same. However, the fear of the unknown overshadows the certainty of the status quo. People find comfort in the familiar. We is pre-programmed to resist change. Major advancements in neuroscience showed us that blood flows to our pre-frontal cortex, causing a physical response every time we experience change. Any change is considered a threat and our brains instinctively protect us from harm. On the flipside, it is also in our nature to evolve. Through neuroplasticity, our brains can adapt and change when we create new neural patterns and learn new things. Over the years, I've learned that managing change is always a balancing act between where organizations are headed and what our people are ready for. Change is personal and requires us to THINK, FEEL and DO things differently. Change management provides the structure to prepare individuals, teams and organizations to be "READY, WILLING and ABLE" to manage change using our HEADS, HEARTS, and HANDS. And if we want a successful outcome, we need to put our people first. Here's how with eight change management Essentials1. EmpathyEmpathy is the capacity to understand what another person is experiencing and placing oneself in their shoes. Change management with empathy, drives meaningful conversations, lessen the uncertainty, and builds trust. Trust increases commitment, making people more willing to embrace change.2. EngagementKubler-Ross describes how we typically go through5 stages of grief when experiencing change. The aim is to shorten the process and lessen the pain. This typically happens through engagement. Engaging our
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