Uncertainty becomes certain nowadays
We live in a circumstance where “may be” or “can be” is a common presumption before we make some actions. We need to consider many variables, known or unknown ones, before we make decision and act on it. That applies in all circumstances, at work and at home.
We heard many people discuss about “Transformation” lately, both in personal, professional, or business context. The unexpected events like Covid19 pandemic, Russia and Ukraine war, sudden death of our family/friends, losing jobs due to mass layoffs, may strike and shock us.
In a change process, it is normal to be shocked
That is where we start to think and feel differently. Some discomfort decision should be made to keep us to survive. For sure, it will bring uneasy feelings to almost everyone who get the impact on the decision.
Same situation in the business context. ‘As the business partner, HR can hand-in-hand with the organization leaders to make the transformation turbulence bearable and worthwhile.’
Just like an airplane flight experience, for many reasons, some people may experience fear of flying although they know it can bring them to reach the destination faster. Same things during a transformation process in organization. Some people may feel sick even since the airplane is still on the ground. Therefore, as HR partner, we can help our stakeholders to ‘assess and communicate properly on “what’s going on,” assessing our reality’: what do we want and do not want, what do we have and do not have, including the support system we may already have and need to have.
Knowing is not the same as doing
Knowing that we need to transform to adapt with the uncertainties are not enough if we do not set a path forward that we break down into steps. Willingness and capability are 2 key factors to realize the steps to happen. Start with 1 simple thing and doing it consistently is better than start with many things but doing it only once.
“In the transformation journey, painful is certain, but it can be enjoyable and make everyone involve becoming a better being. Because when we succeed to transform, the result is growth; and when we fail to transform, the result is wisdom.”
HR can help the organization leaders to define the enjoyable journey together
During a transformation journey, some turbulence may happen. Some may choose to leave, some may choose to stay but passive, some may want to be your faithful friend. Let it be. Each person can play any role. In a movie, even antagonist can make the story even more interesting, same thing in the transformation journey.
HR is the key enabler to ensure the transformation focus is right
Variables that may derail our focus are so many, but we are empowered to choose the response. When our focus is blurry, it means an opportunity to take a pause and reconnect with the organization leaders to calibrate our actions and reprioritize, as necessary.
Doing is not the same as being
No one can predict the transformation will be successful, no matter what we have done. But research says, the more actions we set and do to moving forward, the bigger chance the transformation will reach success.
What success means for everyone, or every organization may vary, thus setting agreement on what transformation success will look like with the key stakeholders since the beginning, is very important to ensure alignment and commitment.
In the transformation journey, painful is certain, but it can be enjoyable and make everyone involve becoming a better being. Because when we succeed to transform, the result is growth; and when we fail to transform, the result is wisdom.