Change Management,  Echipa,  Leadership,  Prosci

My three key ideas from “The People Side of Change. Your People.” webinar with Matt Dorsett

In 2018 I became a Prosci Change Management Practitioner  – by joining the three days certification organized by Qualians.  The certification included a pre-work and working on a project, but also one year access to the mind-blowing knowledge-based platform from Prosci. The trainer for these days was Cristian Vladoiu.

How was the experience? I don’t know about you, but I crave for finding programs that bring both proven research but also instruments that you can apply immediately. I might go again to this certification just for re-experiencing the focus, the flow, and the “aha” moments.

So, based on this short introduction, this is why I was excited about the global webinar on “The People Side of Change. Your People.” with Cristian as host and with a special guest: Mark Dorsett – Prosci Executive Vice President Global Business. Mark is a global business executive and influencer, with a proven track record of over 25 years of making change happen and transforming a vision into reality.

This webinar covered subjects such as: leading your team through reopening and change management, enabling change within a team and an organization as a critical leadership competency, increasing organizational agility.

So, my three key ideas from the webinar are:

1.We live in times of significant change as never seen before

Recently, all of us have experienced changes in all aspects of life, both personally and professionally. Some of the changes will become part of the new normal and make our experience better. Others will fix sections of our society. Like inequality, discrimination, not taking full advantage of digitalization, not being “present” when meeting people because of constant phone scrolling, and many others.

So, what if you have the tools for a more systematic, long-term process and impactful change? Well, let me tell you that Prosci comes with not just a few tools, but with a structured and action-oriented toolbox. So, in this way, you get serious about change, not only when things worsen, but always you build on the “change” mindset.

2.Your team is experiencing this change so that you could become the main support point.

I had the privilege to talk to many people in this period: both students, professors, professionals, managers, and entrepreneurs. All are experiencing change and try to adapt to this new context. Some are more resilient than others. Some are more affected than others. Some make this analogy that we are all like in a Formula 1 race when the Safety Car joins the circuit. All cars are driving slowly. Well, I think now this is worse. This crisis stopped some of the “cars.” Some employees don’t know what could come next. The level of unemployment is rising; businesses are closing, uncertainty is high. So, where is the leader in this context? The leader becomes the main support point to find solutions for his or her team. I’m amazed at how entrepreneurs come with ideas but also how they have the resilience to move beyond a crisis. More and more entrepreneurs should speak up and share their insights on resilience, change mindset, and moving beyond uncertainty.

3. Change brings opportunities for agility and resilience in organizations. 

Any crisis tests systems in an organization or even in each of us. How we deal with the stress of a change is based on previous crises, our personality, behavior, and how did we prepare. As quoted in many speeches by Robin Sharma, there is a Spartan saying: “He who sweats more in training, bleeds less in war.” Well, the training is over. We are on the full-speed change stage in which we apply what we know. But, we can also take notes to understand what we can further improve. It’s like being open more to feedback from others. You can resist and put your ego in front of you can sit calmly, and take notes. The same today: you can oppose the change or be part of the change by exploring what you can do now.

How can you become part of this change and build further your organization’s resilience to change?

Let’s talk about change!