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EAU Scientific Newsletter #6

Creating enabling interventions to overcome resistance and apathy to change

Again this week, I thank you for being here. In this issue, I want to highlight how the type of intervention can influence and make behaviors contagious in an organization. Especially if you’re in a leadership position. 

It’s well known that the level of intellectual humility and the ability to listen, influences employee behavior, often unconsciously.

Several studies have shown that our brains rate a person who’s a good listener and intellectually humble as more likable and trustworthy. And all this happens in less than 30 seconds, once you start a conversation with them.

That’s why it’s so important to think about how we behave and how we come across in the eyes of others. 

One person whom I appreciate her work is organizational psychologist Soumiya Tewari. In this talk, she explores research evidence and practitioner insights about structural and behavioral interventions that support the capability and Motivation of individuals & teams to facilitate change adoption.

She also discusses in the second part, the cognitive psychology evidence on factors impacting an individual’s responsiveness or openness to change.

She also supplements it with a practitioner insight from the researcher’s experience of creating systemic shifts while implementing Organization Design and Change Interventions.

 

Click here to watch it (subtitles in Spanish)

If you’re a change consultant or work in an organization where you want to influence people, you shouldn’t miss this talk.

The Future of HHRR and People Departments

For several months we’ve been working with Sylvia Hohberg (HR and People expert) on the future of HR or People. In the face of exponential market growth and disruptions, companies that need to constantly change, and strategies that need to be adapted in record time, the classic HR or people ideas and theories don’t offer a sustainable approach.

We can say that models have evolved from classic agility to business agility to the capabilities expected of an organization with high levels of Enterprise Agility. When we talk about Enterprise Agility, it’s no longer about extending agile beyond IT (Business Agility), but a fundamental revision of these models is required.

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(c) 2022 Enterprise Agility University.

It’s important to understand how exponential change affects people’s brains, how new organizational dynamics work, how the constant disruption of markets affects employees’ lives, the relationship with hybrid environments, new forms of talent, and new ways of leadership. We call it Human to Human Dynamics or H2HD and it represents new models for the organization and for HHRR and People.

Understanding how to deal with changing business strategies puts HHRR or People professionals in a situation where new tools are needed to put all the pieces together and to help them lead.

That’s why Enterprise Agility University will launch its new Certified Enterprise Agility Human Development course in March, which will provide many of the answers. Before that, Sylvia and I will be doing several free webinars to help you understand the new paradigms for HHRR and People areas.

Our Coming Courses from the Enterprise Agility University

For many of you, the beginning of the year is planning for the next few months in terms of careers and courses. We’re pleased to announce that in January we’ll continue our Certified Change Consultant courses in various parts of the world. If you’re in a time zone near the Trainers, we invite you to connect with them and give your career in organizational change a boost with the coming remote Training.

Sandip Rananavare (Australia), LAST PLACES!, English

Issame El-kharbili, (Europe)

From Enterprise Agility University, we hope you found our scientific newsletter useful, and we’ll see you next week.

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