We are living in unprecedented times of a pandemic where workforces across the organizations are trying to work through the changes in their professional lives while managing changes in their personal lives. Organizational change can be either structural, people-centric, technological, or strategic. All these changes witness resistance from the workforce in anticipation of some potential threat or inconvenience. 

Since we are living in a pandemic era that is raging for a prolonged period of time, remote culture and remote workplace have become important. With the workforce being remote, there arises a need for remote training.

In this webinar from Digital Adoption Summit, our Guest speaker Dr. Britt Andreatta, CEO and Founder of 7th Mind Inc., talks about the brain science of these changes, eventually leading to remote learning & training.

Resistance to Change

Based on the amount of disruption a change causes, biologically, we are wired to resist change. We anticipate any change as a potential danger. Hence, these changes initiate certain negative emotions in humans, namely fear and shocked denial. 

Gradually these feelings change into stress, anxiety, and anger, followed by confusion, frustration, and depression. In the case of an organizational/technological change, leaders often experience high resistance. This response makes the transition phase difficult, and employees often resign. 

In response to these organizational changes, leaders witness three types of resignation:

Change Management Communication

Communication of the change plays a crucial role in driving change management and reducing resistance from your workforce. The roll-out, when communicated as a well-reasoned conversation instead of an announcement, reduces the resistance manifold. 

The workforce must perceive the change positively instead of being threatened by it. Communicate the specifics of the change via the right people and multiple channels. When people realize that their welfare was in consideration while rolling out organizational change, they are more likely to be supportive.

Embracing the Change

Time is a crucial factor for change management, so is disruption and resistance. Every roll-out of change has a different timeline, and people respond differently to the change. Additionally, embracing change also depends on whether people get to choose change, and if they want it. Nearly 47% of the senior executives feel the change fatigue and are unable to pace up with change.

But once motivated, they settle into the new normal and think about the gains associated with the change. Emotions like patience, hope, healthy skepticism, curiosity, and engagement drive their actions.

Brain Science of Learning

All forms of learning build a neural pathway in our brain. Our brain has a structure and capability to create neural pathways throughout our lives. This capability directly translates to continuous learning, which is the need of the hour. There are a few takeaways to be noted before designing the learning process:

Tools to Augment Learning Process

To train customers at different steps of the customer journey following tools come in handy:

Manage Resistance to Change with Whatfix 

Whatfix Digital Adoption Solution is a custom training solution designed to enable learning throughout the customer journey. With its in-App guidance, multi-format content, and ongoing support, Whatfix has already become a favorite of several Fortune-500 customers. Continuous training and self-serve contextual support will help you to overcome the resistance offered by your employees.

As people respond to different forms of content, you can create a slideshow, an article, a video, and a pdf simultaneously for the same information. Additionally, any change made to any of the assets will reflect automatically in all the places.  

Most of the changes fail at the transition state. Whatfix will make this easy for you by reducing the ramp-up time, reducing the number of support tickets, and providing a personalized experience to your employees based on their behavioral attributes.

These were some of the key takeaways from the webinar. In case you missed our webinar or want to know more about ‘Leading Successful Change to Remote Training,’ you can register for our on-demand webinar recording here.

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