Forbes Author, CEO, and Founder – Realware – RAPID Transformation and SmartSaaS.works architect.
The only constant is change, yet most organizations struggle to adapt. Research from Gartner shows that employees’ support of change initiatives fell from 74% in 2016 to just 43% in 2022. The most popular change management frameworks treat change as episodic rather than continuous. They offer linear, stepwise processes for overcoming resistance to specific initiatives.
This mindset is outdated. Companies must embed adaptability into their cultures to thrive in today’s turbulent environment.
Challenges With Change Management
The traditional focus on managing resistance is counterproductive. It implies employees actively undermine change when in reality they want to contribute meaningfully.
Hiring and onboarding practices often exacerbate the problem by prioritizing skills over mindset. Most recruiting is haphazard, seeking candidates who won’t challenge the status quo. Onboarding emphasizes task mastery over purpose and values. This produces disengaged workers prone to stagnation.
Building For Change: Human Scaffolding
The solution lies in human scaffolding (HS)—establishing systems and processes that support perpetual transformation. HS impacts hiring, training, strategy development and more.
The goal is to hire lifelong learners excited to drive change, and then design communication and operations to engage them fully.
Hiring for mindset is crucial. Seek candidates who bring fresh perspectives, ask challenging questions, and take smart risks. Look for intrinsic motivation, not just relevant skills. Avoid rigid requirements like years of experience. Instead, assess for growth mindset during interviews. Evaluate problem-solving skills and intellectual curiosity through situational questions.
Onboarding and training must also focus on mindset. Go beyond task training to instill company values and purpose. Make new hires feel known and valued as individuals. Inspire them to take ownership and rethink processes. Simple onboarding tweaks like having lunch with colleagues can boost camaraderie and engagement.
Principles For Human Scaffolding
Cross-functional participation in strategy is vital for engagement. Strategy should not be dictated from the top down. All levels should collaborate through “catchball” sessions to share ideas. Leadership must actively listen to input from all teams, not just executives. This makes people feel invested in the company’s success.
Some guiding principles for HS include:
• Honoring all team members’ contributions.
• Discussing failures openly to promote learning.
• Granting autonomy for employees to rethink processes.
• Seeking continuous small improvements, not just episodic transformation.
• Hiring for curiosity, growth mindset and intrinsic motivation.
• Onboarding for purpose and mindset, not just skills.
• Engaging all levels in shaping strategy.
The changes involved take a concerted effort. But the cost of inaction is high. Gallup estimates only 32% of workers are engaged, while 18% are actively disengaged. Such cultures breed stagnation and high turnover.
The need for continuous adaptation is urgent. Even gurus like John Kotter now admit traditional change models are obsolete. His newer work acknowledges today’s pace of change demands regular, nonlinear transformation.
The time has come to change how we change. The future favors organizations designed for constant evolution, not periodic transformation. By focusing on mindset and engagement, we can build workplaces where people drive change themselves. The journey requires commitment, but the cost of inaction is a continuous decline.
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