Training Teams To Adapt To Rapid Change

My AI lesson of the week: The tech isn't the hard part…it's the people! During my prior work at the Institute for Healthcare Improvement (IHI), we talked a lot about how any technology, whether a new drug or a new vaccine or a new information tool, would face challenges with how to integrate into the complex human systems that alway at play in healthcare. As I get deeper and deeper into AI, I am not surprised to see that those same challenges exist with this cadre of technology as well. It’s not the tech that limits us; the real complexity lies in driving adoption across diverse teams, workflows, and mindsets. And it’s not just implementation alone that will get to real ROI from AI—it’s the changes that will occur to our workflows that will generate the value. That’s why we are thinking differently about how to approach change management. We’re approaching the workflow integration with the same discipline and structure as any core system build. Our framework is designed to reduce friction, build momentum, and align people with outcomes from day one. Here’s the 5-point plan for how we're making that happen with health systems today: 🔹 AI Champion Program: We designate and train department-level champions who lead adoption efforts within their teams. These individuals become trusted internal experts, reducing dependency on central support and accelerating change. 🔹 An AI Academy: We produce concise, role-specific, training modules to deliver just-in-time knowledge to help all users get the most out of the gen AI tools that their systems are provisioning. 5-10 min modules ensures relevance and reduces training fatigue.  🔹 Staged Rollout: We don’t go live everywhere at once. Instead, we're beginning with an initial few locations/teams, refine based on feedback, and expand with proof points in hand. This staged approach minimizes risk and maximizes learning. 🔹 Feedback Loops: Change is not a one-way push. Host regular forums to capture insights from frontline users, close gaps, and refine processes continuously. Listening and modifying is part of the deployment strategy. 🔹 Visible Metrics: Transparent team or dept-based dashboards track progress and highlight wins. When staff can see measurable improvement—and their role in driving it—engagement improves dramatically. This isn’t workflow mapping. This is operational transformation—designed for scale, grounded in human behavior, and built to last. Technology will continue to evolve. But real leverage comes from aligning your people behind the change. We think that’s where competitive advantage is created—and sustained. #ExecutiveLeadership #ChangeManagement #DigitalTransformation #StrategyExecution #HealthTech #OperationalExcellence #ScalableChange

LinkedIn named adaptability the top leadership skill. Adaptability now matters more than authority. It’s a skill that stands out amid the rise of AI and changing work environments. Not the smartest. Not the strongest. Just the most adaptable. Here are 11 proven ways to build an adaptability mindset: 1. Embrace Micro-Learning ↳ Learn one new tool every month ↳ Challenge assumptions daily 💡 Pro Tip: Block 20 minutes each morning for learning before meetings start.   2. Practice Scenario Planning ↳ Map multiple outcomes ↳ Question "what if" regularly   💡 Pro Tip: Create a decision tree for major projects with at least 3 alternate paths.   3. Build Cross-Functional Skills ↳ Volunteer for diverse projects ↳ Learn adjacent skills   💡 Pro Tip: Identify skill gaps in your team and fill one each quarter.   4. Cultivate Mental Flexibility ↳ Solve problems multiple ways ↳ Seek opposing viewpoints   💡 Pro Tip: Deliberately argue against your initial instinct before making decisions.   5. Develop Change Resilience ↳ Start with small changes ↳ Celebrate adaptations   💡 Pro Tip: Keep a "change journal" tracking how you handled unexpected situations.   6. Network Across Industries ↳ Join cross-sector groups ↳ Connect with innovators   💡 Pro Tip: Schedule monthly coffee chats with people outside your industry.   7. Create Feedback Loops ↳ Ask for regular input ↳ Measure adaptation speed   💡 Pro Tip: Set up a monthly "adaptation review" with your core team.   8. Practice Rapid Prototyping ↳ Fail fast, learn faster ↳ Iterate constantly   💡 Pro Tip: Set a 48-hour limit on testing new approaches before pivoting.   9. Build Change Champions ↳ Identify early adopters ↳ Reward flexibility   💡 Pro Tip: Create an "Adaptability Ambassador" program in your team.   10. Develop Future Awareness ↳ Track emerging trends ↳ Study market shifts   💡 Pro Tip: Create a shared document where team members post industry changes weekly.   11. Master Stress Management ↳ Set boundaries ↳ Maintain perspective   💡 Pro Tip: Design a personal "reset routine" for high-pressure situations. The leaders who thrive in 2025 will be those who outlearn, outlisten, and out-adapt their competition. Start small, stay consistent, and make adaptability your team’s new advantage. Which of these will you implement first? Share below 👇   ♻️ Repost if your network needs this mindset shift. Follow Carolyn Healey for more like this.

Navigating Change Management with Positive Interventions Engage Employees Early and Often Involve employees in the change process by seeking their input and addressing their concerns. This early engagement fosters a sense of ownership and reduces resistance. According to a study by Prosci, organizations that actively engage employees throughout the change process are six times more likely to achieve their change objectives. Implement Change Champions Networks: Establish a network of change champions—employees across various levels and departments who advocate for the change and provide peer support. These champions can help communicate the benefits of the change, model desired behaviors, and address concerns. Research from McKinsey & Company shows that organizations with change champion networks are 29% more successful in implementing change initiatives. Provide Continuous Learning and Support Offer training, resources, and ongoing support to help employees develop the skills and knowledge needed to navigate the change. This can include workshops, online courses, and access to change management tools. A report by the Association for Talent Development (ATD) found that continuous learning during change processes increases employee adaptability by 35% and accelerates the pace of change adoption. Use Data-Driven Change Monitoring Leverage data analytics to monitor the progress of change initiatives and identify potential roadblocks in real-time. This proactive approach allows you to adjust strategies and provide targeted interventions where needed. According to Gartner, organizations that use data-driven change monitoring reduce implementation time by 20% and improve overall success rates. Foster a Resilient Organizational Culture Cultivate a culture of resilience where change is viewed as an opportunity for growth rather than a threat. This can be achieved by promoting a growth mindset, celebrating small wins during the change process, and recognizing employees who adapt effectively. The Journal of Organizational Behavior highlights that organizations with a resilient culture are 50% more likely to navigate complex changes successfully. #ChangeManagement #Leadership #OrganizationalChange #EmployeeEngagement #PositiveInterventions Prosci. (2021). The Importance of Early Employee Engagement in Change Management. McKinsey & Company. (2020). The Role of Change Champions in Successful Change Initiatives. Association for Talent Development (ATD). (2022). Continuous Learning: A Key to Adaptability in Change Management. Gartner. (2023). Data-Driven Change Monitoring: Enhancing Change Management Success. Journal of Organizational Behavior. (2019). Building a Resilient Culture for Successful Change Management.