Page 8 - Bizmod Thought Leadership Articles 2020

PEOPLE IN BUSINESS
With that said, it is integral for management to also evolve at a rapid pace to prohibit being overwhelmed by automation.
The solution?
Staniland provides six steps to create an organisation that is ready for the future:
1. Change landscapes are critical tools to use to identify and map out all the different types of changes being imposed on the workforce. This will inform us how much change is being introduced and help us manage this more deliberately.
2. We need to unlearn some elements of what we have learned about people change management and relearn how to land incremental and constant change. It is no longer a big bang, but constant drip- feeds of small, seemingly insignificant changes that, once accumulated, can unsettle an organisation
3. Recognise that a change manager is no longer an option per project and that the traditional approach to change management is not relevant. Change management has become everyone’s responsibility. From the people being affected by the change, to the team implementing the change and to the leaders demanding the change; it is a team effort.
4. The methodology in change management needs to be relooked and to be agile.
5. Each change initiative needs to be studied and understood in order to indicate what is going to stop, start or continue from a people, tool and/or process level.
6. Change resilience needs to be embedded into the DNA of our people. It is a life skill that needs
to be nurtured and developed over time so that people become resolute in an ever-changing world. This is not done on a project level but at a strategic, organisational wide programme one
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