All Posts in change management

February 24, 2021 - No Comments!

How Individual Change Readiness Enables a Smooth Transformation

When organizations undertake a transformation initiative, research shows these efforts fail 70% of the time. Transformational change requires individuals to behave differently. They should be able to accept it and be ready to surge ahead with it. You name their degree of acceptance and alignment as their Change Readiness. It is key to the success of the transformation at hand.

However, getting everyone on the same page and surge ahead with the same enthusiasm is a tough nut to crack. We are talking about people, each with their agendas, aspirations, fears, and beliefs.

This means that leaders must address how people think and act in their day-to-day work. They need to make a compelling case for change and serve as a role model who will inspire others to adopt new behaviors. Else, the change will be temporary, and the gains will fitter away quickly, leaving a sour taste in everyone’s mouth.

Not everyone receives to change the same way, so a ‘One for All’ approach will not reap results.

Therefore, the first step is to understand where on the change curve do people in your organization stand before you try to address their needs. And then follow up with an approach that works for them.

Nothing works better than looking at examples to understand something and devise strategies that work.

The most relatable situation at hand is that of organizations trying to figure out how best to respond to the changed realities post the pandemic. Both organizations and people within the organizations have reacted with anger, fear, and denial to the economic disruption and health impacts of the pandemic.

The way we work changed as everyone was asked to work from home, till we figured out a solution to this grave situation. Here are some of the responses from employees (anonymous):

"What is happening to humankind is really sad. Everything is locked down. My life is locked down. My career is locked down. God, what will I do?"

This whole pandemic is going to doom our business and cost us millions. Why didn’t we see this coming? Who are these people who spread this virus?

This lockdown is painful, and everyone wants to get back to work and earn a living, but that's the only way to control the number of casualties.

 This is what is happening, and we need to accept this reality. It is time to be proactive and respond with the right measures. We will be able to sail through if we act fast.

Take a closer look, and you will realize that each response is unique and indicates a different level of acceptance to change. Looking at these responses through the Kübler-Ross Change model lens can help us empathize and strategize our approach to such scenarios.

 

Kübler-Ross Change Model

 

Response Stage 1: As people are in a state of shock and denial, they will resist accepting facts at face value. As a leader, you need to initiate communication with your team members. To help them overcome denial, you must aim to listen to their pain points or beliefs, educate them about the changes, and be prepared to take feedback on possible strategies to deal with the situation at hand.

Response Stage 2: At this stage, there is still anger and fear, so you must give time and space. Watch them closely, listen to their concerns and build the support necessary to help them overcome their fears and calm their anger towards the unprecedented situation.

Response Stage 4: As people commit to rebuilding and recouping by putting their weight behind change initiatives, a pat on the back, appreciation, and even rewards go a long way in pushing their motivation levels up. Celebrate their effort, will, and outcomes. Ensure all policies, procedures, and general structure mirror the new changes and they’re adhered to. Continuously demand high standards and reward new behaviors. Look forward, not back.

Remember, as digital transformation initiatives are implemented, individuals go through change at scale- individually and collectively. A leader must understand that people do not go through a change in a linear, step-by-step fashion. They tend to move through the stages in random order and may sometimes even lapse to a previous stage after a certain point in time. Therefore, it is vital that the right strategies are tailored to meet individuals' needs as they cope with the changes necessary for a successful transformation effort.

People are learning to cope with something as tricky as a global pandemic with help from their community and governments. Coping with a digital transformation might be comparatively manageable if you have a strategy to help them cruise through the change curve strategically. Don't you think?

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

June 18, 2019 - Comments Off on ChangeQuest Simulation Teaser

ChangeQuest Simulation Teaser

ChangeQuest is a Change Management simulation, where participants play the role of a change agent in a virtual organization. The objective is to secure the support of various stakeholders in the organization to bring in a transformational change.

October 24, 2018 - Comments Off on Business Simulations – The answer for high impact leadership skills development

Business Simulations – The answer for high impact leadership skills development

Simulations – The answer for high impact leadership skills development

AUTHOR

Have you ever wondered why pilots spend thousands of hours in simulated practice before entering the cockpit of an actual plane? Or why surgeons spend several years fine tuning their skills on cadavers, before operating on real people and animals? The answer is quite simple. Both these professions have high stakes, requiring incredible precision, and skill. What’s more important is that the entire ecosystem for is set up to support doctors and pilots to be prepared for success.  This is important because the smallest of mistakes can lead to severe consequences – the loss of lives. Unfortunately, we don’t see such dire consequences in the corporate world, yet isn’t is the case? The decisions that are made in the corporate world can make or break organizations, industries even. A bad decision, resulting in the downfall of an organization affects everyone working for the organization, their families and their livelihood. But, who makes these decisions that impact organizations, and everyone associated? That privilege lies with the leaders. Therefore, the question arises – why shouldn’t aspiring leaders in the business world go through the same kind of rigor? Why not set them up for success?

Developing Leadership Skills through New-Age Methodologies

Leadership development

Today, organizations across the globe are fundamentally changing in the way they are structured, and how they operate. This has distinctly created the need for a change in the set of capabilities professionals possess, and in the way that they function within the organization. Building a strong pipeline of leaders has been a key focus for organizations for decades. However, with the changing business landscape, organizations are not realising that the traditional methods of leadership development are not as effective as they used to be. In other words, traditional learning interventions are failing to equip leaders for the modern business world.

Much like pilots and surgeons, business leaders benefit incredibly from learning through experience. Traditional learning methodologies don’t allow much for experiential learning. As a result, pioneer organizations seek out new-age learning methodologies to develop their leaders and high potential employees to take on more responsibilities and deliver greater impact. Simulation-based learning is quickly catching up in the corporate world, given the obvious benefits and positive outcomes they have produced in aviation and medical professions.

In the business world, Simulations ensure that aspiring leaders implement and sustain the knowledge and skill addressed during developmental interventions.  The use of business simulations helps bridge the gap between theory and practice, giving learners the autonomy to make mistakes and test various hypotheses, while providing instantaneous and personalised feedback. Learners and organizations alike obtain several benefits from engaging in simulation-based learning.

Simulations are the present and future of leadership development

Watch this video to know how simulations enable deep and impactful learning.

Over the last decade, simulations have been gaining momentum as learning tools and becoming an integral part of corporate L&D strategies of organizations across industries for leadership development. This is attributed to:

  • Improvements and the larger inclusion of technology in the workplace, owing to the Digital Age
  • A seismic shift in power, authority, and influence within the workforce, resulting in flatter organizations
  • A large body of impact studies on the incorporation of simulations into learning, over the last decade

The question remains still - What is a simulation? A simulation is a technique for practice and learning that replaces and amplifies real experiences with facilitated ones. Immersive in nature, simulations replicate significant aspects of the real world in a fully interactive manner, to develop knowledge, skills, and attitudes, whilst protecting aspiring leaders from unnecessary risks, in a safe learning environment. They provide structured learning experiences, and measure predetermined competencies and learning objectives.

Most importantly, within a simulation, learners have the

  • autonomy to test their hypotheses and witness the repercussions of their actions on their own,
  • motivation to continue positive response inducing behaviors and change habits that are detrimental to their work and responsibilities. This ultimately leads to mastery over the leadership skills they are learning. After all, practice makes perfect!

However, it is important to remember that the primary purpose of business simulations is not to ‘edutain’, but to transform the way that people think and behave. While this is not an easy task, it is a crucial step to altering the leaders’ mental model, facilitating the process of unlearning and relearning.

The vast benefits of KNOLSKAPE’s gamified simulation-powered programs have shown 33% higher engagement, 67% better knowledge retention, and 23% faster skill development vis-a-vis traditional learning. The inclusion of detailed analytics and reports with every component of the learning program gives the users an insight, to map a professional’s path to leadership skills development.

Download White paper: How simulations help achieve deep and impactful learning 

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Simulations are key to effectively developing core business skills

The business landscape is changing. For organizations to thrive in this environment, certain core business competencies need to be strengthened, such as leadership, change management and business acumen. Why these skills particularly? It is because RAPID CHANGE is upon us. The difference between success and failure is determined by an organization’s ability to accept and adapt to this change. Change is hard, yes; but without it, we become obsolete. In the digital world, change is taking place on a large scale, affecting business models, leadership styles, relationships with various stakeholders, organizational structures, and more.

However, change is no longer just a leadership function. In the digital age, organizational structures are becoming flatter resulting in higher autonomy of roles and responsibilities. As a result, decision-making is becoming a democratic process. With the power of authority no longer looming overhead, other forms of influence must take foreground in driving both decision-making as well as change.

Therefore, it is the responsibility of every person working for an organization to lead themselves, change, business and others. To do so, competencies of change management, leadership and business acumen are crucial for all employees, not just leaders.

Let’s take a closer look at how simulations help organizations develop LEADERSHIP, CHANGE MANAGEMENT and BUSINESS ACUMEN competencies in the digital age

CHANGE MANAGEMENT:

Change management

Change management, like any other business skill, is a people skill. Therefore, to drive change, one must be adept at understanding the people they are working with. A simulation helps learners understand change in a way that traditional learning never could – by exhibiting theoretical models in action and the repercussions of these actions.

Within KNOLSKAPE’s Change Quest Change Management simulation, learners are placed in the role of change agents with the objective of bringing about an organizational transformation. To do so, they are required to influence their peers within the simulation and convince them to advocate and drive the change. The Change Quest Simulation propounds that to influence people and secures their vote, one must gather:

  • the knowledge and willingness level of people to change,
  • the communication style that best works to influence each person
  • The power of influence and group dynamics within the peer group

Within the simulation, learners perform various actions to influence others. The simulation highlights the consequences of these actions through points, feedback and needle movement in influence. This allows for the bridging of knowledge and practice that is instrumental in sustained skill development.

LEADERSHIP:

Leadership simulations

Many consider leadership to be a done and dusted topic. For most, this is a concept that has followed them for most of their lives. Leadership, however, is an evolution. Leaders today cannot say with absolute certainty that they have cracked what it takes to be a good leader. This is because the digital age calls for a restructuring in the notion and understanding of leadership. A leader in the digital world is very different from his industrial age counterpart. Digital Leaders are neither masters nor servants, as has been previously preached. A leader, in the digital age, is an equal partner navigating the curveballs that are thrown at them each day. Therefore, the service simulations offer in leadership development is of as much benefit to seasoned leaders as it is to first-time leaders.

Within KNOLSKAPE’s iLead Leadership Simulation, for example, learners are expected to manage a virtual sales team. The leader’s responsibility, however, is to improve their team’s skill, motivation and performance levels, while managing the various curve balls of employee exits, company performance, industry volatility, competition’s performance, etc.

Every action taken within the simulation is matched with qualitative feedback from the virtual team, which leaders are not always used to from their actual teams. In the past, we have had several seasoned leaders come to us after playing the simulation to say that they learnt several things they were doing incorrectly in their roles as leaders, which they consciously intend to change. Several others have come back to tell us the positive change that the simulation has brought to their leadership style.

Download White paper: How simulations help achieve deep and impactful learning 

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BUSINESS ACUMEN:

leadership simulations

The digital world proposes that anyone can run a business. This may have always been the case, but only recently is it being accepted as the norm. Typically, it was believed that it takes years, if not decades for professionals to learn the nuances of running a successful business – entrepreneurial spirit, big-picture thinking, understanding of finance, acknowledging and leveraging the interconnectedness of functions, and growth strategy.

While start-up founders are organically gathering this information as they fumble their way through success and failure, larger organizations are also placing young talent in senior positions. Even in the past, senior leaders were typically from a specific background, either having worked entirely in finance or delivery and project management, for example. As a result, they were perhaps also fumbling their way around understanding how various parts of an organization and the larger business landscape work together.

In the digital age, the business environment is far more complex and volatile. Therefore, leaders are not afforded the luxury of time in developing business acumen. Wrongful decisions taken in business can lead to dire consequences. The need for a strong pipeline of leaders within the organization means that this is a skill that needs to learn at the earliest.

Enter simulations. KNOLSKAPE’s Build-Your-Business Business Acumen Simulation, for example, allows learners to develop the understanding and skill to:

  • Identify different growth strategies
  • Understand the drivers of profitability
  • Apply strategic thinking and execution principles to run a successful business

The result of using simulations for core business skills? A knowledgeable, highly skilled and deeply engaged workforce.

In short, simulations are fun, and impactful. Not convinced? Try it yourself by connecting with us.

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