{"id":27146,"date":"2022-06-24T13:18:28","date_gmt":"2022-06-24T13:18:28","guid":{"rendered":"https:\/\/www.franklincovey.de\/2022\/06\/24\/principles-of-change-for-upskilling-your-workforce\/"},"modified":"2023-03-03T09:30:21","modified_gmt":"2023-03-03T09:30:21","slug":"principles-of-change-for-upskilling-your-workforce","status":"publish","type":"post","link":"https:\/\/www.franklincovey.de\/de\/2022\/06\/24\/principles-of-change-for-upskilling-your-workforce\/","title":{"rendered":"Principles of Change for Upskilling Your Workforce"},"content":{"rendered":"\n
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Change is an ever-present part of running an organisation. Today, rapid changes in technology, market dynamics, staffing, and consumer preferences have accelerated the need for upskilling and reskilling across industries.<\/h3>\n

A recent\u00a0Deloitte Human Capital Trends report<\/a>\u00a0indicates that over half of today’s workforce needs new skill sets to do their jobs \u2014 and this trend has grown more acute in the wake of\u00a0widespread staffing changes<\/a> as people switch jobs or leave the workforce altogether. As a result, organisations are finding it more difficult to fill positions than in previous years and face additional pressure to close skill gaps with existing team members.<\/p>\n

Upskilling means\u00a0change for your organisation.<\/a> To drive lasting impact from new upskilling programs and requirements, leaders must help their people embrace collective behaviour change from the inside out and position change as an opportunity for positive growth.<\/p>\n

To help people move through change and grow their individual effectiveness as they engage with upskilling programs, leaders need to understand the common patterns of change and how people react to it. Developing this knowledge creates capable leaders who can help their teams navigate disruption to reach innovation on the other side. Let’s begin by reviewing change as a whole, and then we’ll explore how to position upskilling as an opportunity for both individual and organisational growth.<\/p>\n

How Change Works<\/strong><\/h3>\n

Change often feels difficult because as humans, we’re wired to react to it. This innate survival response can even make us feel threatened by change. But knowing that change follows a\u00a0predictable pattern\u00a0can help you take more of an upper hand, especially as you start paying attention to how your personal reactions to change figure into the process.<\/p>\n

The\u00a0stages of change are always the same:\u00a0<\/strong><\/h3>\n
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  1. Status quo:\u00a0Where you are before the change<\/li>\n
  2. Disruption:\u00a0Where you move once the change starts<\/li>\n
  3. Adoption:\u00a0Where you adapt to the new rules of change<\/li>\n
  4. Innovation:\u00a0Where you find success in change<\/li>\n<\/ol>\n

    As a leader, understanding where you and people at your organisation are along this spectrum can help you turn the uncertainty of change into an exciting opportunity.<\/p>\n

    The\u00a0reactions to change include\u00a0five common\u00a0classifications:\u00a0\u00a0<\/strong><\/h3>\n