Look – organizational change is anything but easy.
As a leader, you know how hard it can be to adopt new technologies, implement new systems/processes, restructure teams, or change our culture.
But if we’re not changing, we’re dying.
This is true under ordinary circumstances – but it’s especially true in a time of historic uncertainty. COVID-19 turned markets and businesses on their heads, and most are still hustling to adapt.
The reality is that resilience and agility are some of the most important aspects of a successful business – but operating with agility is difficult.
Disruption and Change are the New Normal
There’s no doubt that adapting to change is important. But one thing a lot of people get wrong is thinking that disruption and change are temporary circumstances.
How often have you heard people say things about COVID-19 like “when this is all over” or “when we get back to normal?”
Honestly, does it really seem like we’re going to go back to “normal” anytime soon? If leaders want to guide their business to recovery, they have to recognize that we’re in a state of constant change.
With rapidly advancing technology, an increasingly competitive environment for businesses, and a rollercoaster economy, change is the new normal.
Disruption isn’t going to go away. It’s not a one-time event. It’s going to continue for years – possibly decades – and it’s on businesses to adapt or die.
The bottom line is that organizations need to build a resilient, agile organization not just to survive through 2020, but for the long term. And that comes down to our people!
Our Ability to Change Comes Down to Our People
Your business challenges are people challenges.
9 times out of 10, when we miss goals or drop the ball, it’s because we didn’t have the right people on our team, or we were struggling with an issue like poor performance, turnover, ineffective leadership, etc.
Navigating change is no different. If we have resilient, high-performing teams that are willing and able to adapt to change, things tend to work out much easier.
However, you can’t adapt to change if you don’t understand your people. If you’re going to empower and support your team to facilitate change, you need a comprehensive understanding of what makes them tick.
You need to know which people are going to excel at which tasks, and who may struggle with certain aspects of change.
You need to know where your team’s strengths and weaknesses lie, and what pitfalls are ahead of you.
Finally, you need to know how you can support your people to ease the transition. It’s not enough to make a pep talk, you need a concrete plan for giving team members support on a regular basis. HR must play a vital role in this process.
I know what you’re thinking – how the heck will I know all of that? Understanding our teams is hard, especially at scale. Just think of all the times you’ve hired someone and found yourself feeling like the person on the job is not the same person you interviewed.
It’s difficult to understand our people – but that’s why we use a data-driven tool to get a leg up.
Predictive Index is Your Shortcut to Understanding People
We use data to guide countless business decisions. Why not use data to guide how we hire and lead our teams?
People analytics a crucial tool for successful change. In a nutshell, they offer a shortcut to better understanding our teams. With the right analytics tools, we can quickly and accurately get insights into why someone behaves the way they do, how they would perform in a role, and what they need to thrive.
Here at Qualigence, we use the people analytics platform offered by the Predictive Index. Like many businesses, we shifted from a traditional office environment to remote virtually overnight due to COVID.
With the tools from the Predictive Index, we were able to instantly generate reports indicating how each team and each individual would handle remote work.
As an example, we identified who might need additional contact and direction from team leaders. In all, we were able to develop a detailed plan on the fly for accommodating those who needed some extra support.
That’s just one example, but the sky is the limit. When you have a full understanding of your people, you gain an incredible advantage when it comes to change.
And in times of stability, you can use that understanding to drive operational efficiency, reduce turnover, and build a better business.
It’s Time to Use People Data
Businesses fail at change because we don’t understand our people.
It’s time to try something new. Leaders need every tool at their disposal to drive results with teams in this chaotic time.
When you get down to it…if there’s a way for you to quickly and accurately understand your people, why would you pass on that?
If you’re interested in using this platform to solve your people challenges and build a more profitable business, request a call with today with Steve Lowisz, our CEO & founder.