Change Management: 5 Trends to look out for in 2022

To thrive in the current dynamic environment, it has become inevitable for organizations and companies to continuously adapt to technological transformations, Hybrid work cultures, public safety policies, and uncertainties.

Without a doubt, a big commitment to change will be needed – both top-down and across organizations. There is a need to implement Change Management which is a combination of resilience and acceleration to ride out re-occurring storms and quickly pivot to exploit new and emerging opportunities.

In this blog, we have analyzed the top 5 trends that shaped Change Management and its role in the ever-transforming workplace of 2022 and beyond.

1. Understanding Change as a continuous process

The end goal of change is to ensure organizational success. Companies are continuously looking for gaps in their existing business processes and trying to improve them with their IT infrastructure and strategies. They are focusing on regularly improving different aspects of business and driving results irrespective of the internal or external environment.

2. Managers as Change Agents

For accelerating change, organisations are expecting the employees at the managerial level to become educated in change management. Change-related requirements are already working their way into job postings. Companies have also started to invest more in coaching and skill-building in this area for their leaders.

3. Incorporating change into the company culture

More and more companies are proactively re-tuning their ability to adapt more quickly to whatever disruptions – major or minor that may lie ahead.  They are seen incorporating terms like “Flexibility” “Agile” “Learning / Growth mindset” in their mission statement, vision and company values and culture.

4. Increased Employee Engagement

For successful change management, employees must be engaged throughout the journey. Organizations are investing in social tools, modern training, and onboarding techniques that involve blended, on-demand, and contextual approaches to foster collaboration and two-way communication between employees and management. Social tools help the organization share the latest updates related to the project in hand and get instant feedback, increase visibility, and create trust between them.

5. Being Real-time and Historic Data-driven

To avoid risk and analyze patterns, organizations are seen investing in AI tools to help understand the behavior shift and how it is impacting their stakeholders. By comparing the historic and current data to find the shift in the behaviors of employees, organizations with the help of Learning and Development teams are creating content that helps them adopt the change proactively. 

For example, employees who were earlier excited about online learning from the convenience of their home might today be inclined more could towards interactive training that helps them learn on the job. So, collating such data can help uncover trends and channels that employees might use.

Change Management is a difficult process and with the ever-changing environment, organizations need to be proactive in their approach. And to be proactive an organization should understand that change management is a continuous process and not one-off learning. They should incorporate a culture that fosters collaboration and trust, implement new digital technologies, empower employees as change leaders, and uses data to make decisions that will sustain them in the long run.

LSF Global can help your organization adopt change management with a customized learning journey for your leaders using our research-backed modules.

Available topics include Driving Change Advance Module, Leading Change, Managing and Leading through Change, Change Agility, Change Champions, Authentic Leadership, and many more.

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