Change Management Heads the List of HR’s Biggest Challenges
This year like every other has been a turbulent one for HR Directors across the Asia Pacific region. According to the Australian Human Resources Director Magazine who surveyed 3000 HR professionals in their 2016 Asia-Pacific HR Report, the biggest challenge cited was Change Management.
It wasn’t surprising to read this. Change is everywhere in every organisation and its invariably complex and difficult to get right.
One survey participant bemoaned the usual staff reactions to change in the workplace:
“Change management is the greatest barrier. Employees always tend to resist change even when the outcome is positive for everyone.”
In our experience in working with organisations to develop resilience and mental toughness, the rational case for change, often leads with an undue focus on process.
Successful change management leads with a focus on culture to ensure that together, the emotions involved in change are managed rationally. People matter and if the change is to work then people at every level have to be engaged.
Organisations are continually facing rapid structural change through economic uncertainty and technological advancement, which threatens their existence unless they are able to respond quickly and decisively. Therefore leaders need to be able to manage change effectively and with the least amount of disruption to the team and the organisational culture.
The MTQ48 psychological measure is a useful tool in creating a common language and an awareness that change can present opportunities to be a positive rather a negative force. This brings people together and helps create a tougher mindset and more bonded and positive culture.
The ability to effectively engage with teams and individuals is a key competence for all leaders. Leaders are able to develop the skills to better engage with their teams to not only achieve successful change management but also team congruence, peak performance and a happy workforce.