Stephanie Davies, Laughology Founder and CEO, takes the hot seat, blogging about the psychology of change at work.
Change is a word that can cause all kinds of emotional responses. Some people view change as negative, while others see it as positive. But now, even the way change happens is changing, which means there’s a lot to get our heads around.
These days, many modern businesses treat change as a continuum, rather than a finite process. The fast pace of the world means that many organisations position transformation as continuous improvement, especially those that are constantly evolving to stay ahead of the game and future-proof themselves.
Ways of working, lifestyles and services are developing all the time, forcing organisations to evolve with them. For example, office spaces and set working hours will be a thing of the past before we know it and communicating at work will be more about social media platforms and instant messaging.
We will all need to become learning ninjas, constantly updating our skills to match new systems and beat the competition.
By helping employees to grasp this concept and improving their resilience, adaptive thinking, flexibility and growth mindset, you can ensure they are future fit. Businesses need people who can think and adapt quickly and effortlessly and who will and feel positive about doing so.
As Chinese philosopher Lao Tzu said: “Life is a series of natural and spontaneous changes. Don’t resist them; that only creates sorrow. Let reality be reality. Let things flow naturally forward in whatever way they like.”
At Laughology we would advise you to:
1. Support your workforce in becoming future fit.
– Be clear about why continuous development is important – what does it mean for the organisation, why is it important for the business and how will it help in future?
– Share ideas, inspire with vision and engage people with their own development
– Lead the way. You should make sure managers have the knowledge, people skills and coaching skills to successfully evolve their teams
– Create the right culture. A culture of continual learning and trust built through honest positive, open communication will impact how people adapt to new ideas
– Help employees to understand where you are now and what needs to happen to get you to the next stage; this will make change easier to stomach. Small, manageable and well-communicated steps
will help people feel more in control and happy about development.
2. Become a growth mindset business.
Organisations that welcome new ideas and experience are the best performers. Too often, businesses can stifle experimentation due to fear of failure and because it’s easier to stay in their comfort zone. But it’s a changing world. Invite new ideas and ensure that resources and encouragement are available for your people to continuously learn and develop.
3. Pause, assess and celebrate.
Encouraging your team to take a deep dive into the process behind its own successes and failures will maximise learning and improve performance by instigating employee-driven change . We work in such fast-paced environments that it’s easy to finish one project and move straight onto the next without pausing to ask what worked well and what could be done differently next time.
4. Reinforce growth mindset practices through communications.
To have a true growth mindset, an organisation needs to constantly highlight and reinforce growth mindset practices. Try encouraging your people to share their favourite recent examples of their growth mindset with their teams, and share growth mindset success stories through your channels at every opportunity, across the whole organisation.