Speaking AI Coaching And Certifications For Change Administration With Two Business Thought Leaders
Because the driving pressure behind SweetRush’s Shopper Options group, Annie Hodson is enthusiastic about creating studying experiences that actually make a distinction. With over 15 years of experience in studying design, Annie believes that efficient studying must be each partaking and impactful. She’s devoted to serving to companies obtain their targets via modern options that foster progress and encourage lasting change. From revitalizing new rent applications to revolutionizing compliance coaching, Annie and her group are dedicated to turning studying into an unforgettable journey.
Olivia Powell is deeply dedicated to cultivating the transformative potential of studying within the service of a greater world. So, in her position as resolution architect, Olivia performs creativeness activist, strategic accomplice, and expertise designer for and with shoppers, guiding them not solely in figuring out short-term leverage factors and impactful studying options however in visioning what’s doable for his or her group and its people on a bigger scale. Along with her background as a senior studying designer, guide, and workshop facilitator for SweetRush; expertise designer within the arts and leisure world; and author and storyteller, Olivia’s experience is a singular mix of programs design, change and transformation apply, co-creation, and superior studying principle. And her type? A mixture of intense thoughtfulness and playful curiosity that displays what studying—and life—is all about.
Right now, Annie and Olivia communicate with us about planning for change and the way organizational leaders can launch studying applications that put together their groups for the longer term.
Are you able to introduce yourselves and inform us a bit about your roles and the way they intersect with change administration?
Annie: I am Annie Hodson, and as Chief Shopper Options Officer, my major focus is knowing our shoppers’ greatest challenges and serving to them develop methods to beat them. Proper now, a significant a part of that’s serving to them construct applications that equip their groups to deal with the fixed, speedy change pushed by AI.
Olivia: Hi there! I am Olivia Powell, and whereas my official title right here is “Resolution Architect,” I actually take into account my position as that of Creativeness Activist—serving to shoppers ignite curiosity, chance, and skillful visioning in themselves, their learners, and their friends. So, for instance, I will leverage my background as a senior studying guide, expertise designer, and storyteller to information consumer companions not solely in figuring out short-term wants and impactful studying options to serve them however in imagining what’s doable for his or her group and its people on a bigger scale.
Change administration is a vital a part of this—not solely due to what some name our more and more VUCA or BANI world, however as a result of change is studying. Change is life. Whether or not a consumer is seeking to create intentional change (e.g., with a selected large-scale intervention) or upskill learners in a discrete skillset, transformation vitality is at play. We assist shoppers grow to be conscious of that vitality, learn to meet it, and domesticate it in service of their mission. We expect much less about “managing” change and extra about creating area for it. As a result of there is not one future that we’re all heading for. There are numerous futures—a few of them doable, a few of them most popular, a few of them, nicely, much less most popular. The extra skillful we might help shoppers be at facilitating change via the educational experiences we create collectively, the extra profitable they are often in realizing their most popular futures.
You point out the fidelity of change. Particularly with the tempo of AI growth, how do you assist shoppers sustain? What’s it about conventional change administration (and conventional studying) approaches that are not actually working anymore?
Olivia: It is clear that long-term, inflexible plans simply cannot sustain with the tempo of AI and all the opposite sociopolitical and financial adjustments in our world. So the mannequin of making an annual technique, planning a 12 months’s price of studying experiences to trickle that technique all through your group, then anticipating significant outcomes months later, is not actually productive anymore. That is to not say that technique, planning, and long-term pondering ought to exit the window. Relatively, it is an invite to shift how we take into consideration this stuff. So, as an alternative of asking, “What’s our plan for AI in 2026?” strive, “How are we co-creating the longer term with AI within the subsequent month?” or, “How may we drive how AI reveals up in our business via these subsequent 5 engagements?” You may also ask, “How are we getting ready for the longer term? What can we do to domesticate extra change-ready environments, processes, and groups?” It is about getting extra particular about what “planning” means to you—are you planning to drive change and create futures round your imaginative and prescient and technique? Are you planning in order that your group is ready to obtain and reply to no matter comes?
In change circles, you typically hear about constructing “change functionality”—expertise for facilitating and main change, like noticing alerts and situation planning—and “change capability”—creating circumstances like wellbeing, curiosity, and resiliency so that you just’re extra geared up to navigate change because it comes. Among the methods we at SweetRush assist our shoppers construct change functionality and capability embrace:
- All the time assembly shoppers as strategic companions, not solely supporting quick wants however serving to them leverage Studying and Improvement as a gateway to extra nimble methods, extra change-ready people, and general enterprise resilience.
- Designing for and with particular person learners on the coronary heart of any expertise as a result of, because the truism from Peter Senge goes, “Individuals do not resist change; they resist being modified.” Our studying experiences enable you to invite people into the work of assembly change, assembly AI, and deciding the way you as a company are going to reply. Not solely can this enable you to overcome resistance to alter, it lets you entry the in any other case hidden concepts and potential of your individuals! We’ve an entire mannequin for this, which we discover in our article on organizational change through learner transformation and a related webinar recording on the subject.
- Sharing developments and analysis extensively, to assist increase our companions’ and potential companions’ consciousness of what is rising, why it is rising, and the way it impacts organizations.
- Creating studying options that embrace the affordances of AI with out sacrificing rigor, high quality, or the well-being and creativity of learners.
Are you able to inform us extra concerning the studying applications you are creating? What does an AI coaching program with a change administration part seem like?
Annie: That is a implausible query, and it will get to the guts of what we’re doing. The training applications we’re constructing—whether or not for AI or every other main shift—aren’t about simply downloading new info. They’re about inviting individuals into the longer term.
Consider a standard coaching program as constructing a sturdy, well-lit path for individuals to stroll down. It is protected, predictable, and environment friendly. However on this new, quickly altering world, that path may simply result in a useless finish. What we’re doing is much less about constructing a path and extra about equipping individuals to navigate a wild, untamed panorama. It is about giving them a compass, a map, and the braveness to discover, to create their very own trails.
So, what does an AI studying program with a change administration part seem like? It is not a single course on “find out how to use ChatGPT.” It is a journey of discovery. We design applications which can be extra like a flight path, a sequence of linked experiences, than a one-and-done occasion.
First, we tackle the human factor head-on. As you talked about, it is about confronting the fears and anxieties that emerge. We assist leaders and groups transfer from a spot of “What is that this know-how going to do to me?” to “What is that this know-how going to do for us?” We create areas for intentional conversations concerning the “why”—why this modification is critical, what alternatives it unlocks, and the way every individual might be an lively participant, not only a passive observer. It is a essential a part of the method, and you’ll study extra about it in our article on understanding the emotional landscape of organizational change.
Second, we construct what Olivia referred to as change functionality and capability. On the aptitude facet, we transcend technical expertise. We offer sensible, human-centered frameworks that assist leaders facilitate brave conversations and information their groups via ambiguity. This is not nearly utilizing a brand new instrument; it is about studying find out how to be a more practical, empathetic chief in a fluid atmosphere.
And on the capability facet, we construct in experiences that domesticate curiosity and resilience. We regularly weave in parts of storytelling, situation planning, and even playful experimentation. The objective is to construct a deeper muscle: the flexibility to be agile, to pivot, to fail safely, and to study from it. We’re cultivating a mindset the place change is not one thing to be managed or endured, however one thing to be co-created and welcomed.
What about certification applications? How do they assist leaders construct this type of change administration muscle throughout the group?
Annie: The demand for formal certification applications has actually taken off as a result of organizations are realizing that it is not sufficient to simply speak about change—they want to have the ability to do it. They should construct a muscle for it, and certifications present the rigorous, structured coaching to just do that.
However what makes these applications so highly effective is not simply the certificates on the finish. It is the journey they take individuals on. A certification program turns into a cultural ignition level, a approach to formalize and have a good time the sort of management that’s so crucial right now. We’re not simply educating a set of expertise; we’re establishing a brand new normal for what it means to be a resilient chief. In case you’re concerned about studying extra about this, we’ve got an article on developing certification and skilling programs and a webinar recording on building credible and engaging experiences.
These applications take leaders on a deep dive into the human dimensions of change. They study to determine the alerts and feelings at play, from pure resistance to passionate advocacy. They get hands-on expertise with sensible instruments and frameworks, however extra importantly, they study to make use of these instruments with empathy and imaginative and prescient. It is about empowering them to not simply handle a transition however to actively co-create a brand new future with their groups.
When a consumer invests in this type of program, they are not simply upskilling a number of people. They’re cultivating an inner community of change brokers—a strong, ripple impact of people who find themselves geared up to step up and lead when the surprising occurs, whether or not it is a new AI coverage or a shift available in the market. They grow to be the go-to individuals who can information their groups to not solely survive the transition however to search out alternatives and thrive within the transformation.
Relating to AI and alter, what are leaders not fascinated with that they need to be?
Olivia: With any AI growth comes that narrative about how the know-how will not “take your job” however as an alternative free you as much as be extra productive and to do extra inventive and fulfilling work. Effectively, what does it imply to be (extra) inventive at work, and does your system permit for creativity from all people? What’s “fulfilling work”? Do you might have a transparent sense of what which means for you? Do your workers know what which means for them? How may you assist them in connecting with their goal, their longings, their distinctive potential, and repair?
With out addressing these questions, this widespread AI narrative is at finest an empty promise and at worst a thinly veiled euphemism for AI as a path to hyperproductivity and dehumanization of the working particular person. Your individuals will sense this, so it must be no shock once you encounter concern and resistance to any change efforts.
That is why, at SweetRush, our mission to be in service of life potential is turning into ever extra important and tangible—for instance, via our Transformational Design Requirements—as a information for our consumer engagements. Whether or not in strategic solutioning conversations or design workshops on a Customized Studying undertaking, we assist shoppers each embrace the emergent alternatives of AI and create area for people to be extra human—to discover, think about, join, and in the end, have the ability to higher contribute to each particular person and collective missions. For extra on this, we invite you to obtain our free eBook, The AI Blueprint.
What’s one key piece of recommendation you’d give to any group seeking to navigate the adjustments introduced by AI?
Annie: I would say concentrate on the “why.” Change is all the time simpler when individuals perceive the aim behind it. For AI, it is about making it clear that these instruments are there to boost human potential, not substitute it. Present them how AI can free them from mundane duties to allow them to concentrate on extra inventive, strategic, and fulfilling work. Once you pair technical coaching with a compelling narrative about goal, you create a strong alternative for constructive change.
Olivia: Completely. And for those who want a spot to start out? Attempt a easy train like this: shut your eyes and replicate in your day-to-day at work proper now. What does that seem like? Really feel like? Sound like? Now think about somebody at work 100 years sooner or later, possibly your grandchild or great-grandchild. What are they seeing? The place are they? What are they doing? What do they really feel—within the atmosphere, about what work means, about studying? What do you hope they really feel? Once you open your eyes, what’s one factor you are able to do, share, or analysis right now to assist understand that most popular future?
Wrapping Up
Thanks a lot to Annie and Olivia for taking the time to share their insights on change administration within the age of AI. If you would like to study extra about how SweetRush might help you discover the perfect resolution in your wants, you possibly can get in touch, they usually’ll get your inquiry to the precise individual on their group.
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