“The pace of change is not going to let up.” – Sara Saddington, Managing Editor, Actionable Conversations
It’s hard to believe that change, implemented with outdated training, was a standard practice used by many businesses as Sara Saddington, Actionable’ s Managing Editor points out in her blog post Increase Agility by Creating a Learning Culture.
Now, the organizational focus has shifted to developing a strong learning culture – through relevant and consistent training – in order to develop the necessary skills that will propel employees’ efficiency and growth.
Along with strategic learning programs, the benefits of new processes, ideas and overall change need to be frequently communicated within the organization which will encourage the workforce to practice and utilize their learned skills. Creating this environment will increase agility and allow the organization to adapt to change more swiftly.
Saddington notes that “[organizations need to] adopt a growth mindset that embraces the realities of uncertainty.” Relevant training, reinforcement and involvement from leadership will help teams increase agility and be more equipped to tackle and push through change.
Saddington also points out that it’s important to monitor employee engagement, “which can get lost in the shuffle of shifting priorities.” As processes, goals and organizational structures are modified; employees often lose their sense of understanding in how they fit into the new culture, what the changes mean for their role and may even withdraw from the team. To prevent this, leaders need to maintain coaching, continue having one-on-one meetings and uphold their personal connections with employees.
In the absence of information, we all tend to fill in the gaps with our own perceptions of what is happening. Having leadership presence will allow organizations to secure engagement, unity and responsiveness that will take them through the next phase of change.