How well do your employees and organisational leaders deal with ambiguity and change? Are they flexible and adaptable, or does organisational change leave them nervous, stressed, anxious and unable to move?
Organisational change can occur for any number of reasons. Some changes are planned, such as mergers, demergers, downsizing or expansion; others are unplanned, such as changes to legislation, consumer behaviour, technology, new competitors or industry disruption.
Regardless of the catalyst for change the ability of your team members to embrace ambiguity – the uncertainty that comes with change – will directly determine the success rate of any change you implement.
In every workplace, some roles will require greater capacity for ambiguity than others. The I AM tool can provide relevant insights about employees comfort with ambiguity at any stage, from recruitment to advancement.
Openness to ambiguity is related to a range of positive behaviours, such as:
In turn, this can lead to:
By identifying which employees are comfortable dealing with ambiguity, and which ones are not, targeted learning and development initiatives can be implemented to help valuable employees succeed despite the uncertainty and perceived chaos.
Building resilience, creative thinking skills, curiosity and emotional intelligence via facilitated workshops, coaching sessions and blended learning programs, is a reliable and pragmatic way to fast-track the behaviours and attitudes conducive to successful change.
The first step is to complete the Indicator of Ambiguity assessment. A profile report is generated and debriefed via an individual coaching session.
Once the ambiguity profile is delivered, individual development objectives are defined. These help identify what each employee needs to focus on in order to embrace ambiguity, agility and creativity.
The final stage is to embark on customised learning programs that embed the habits required to challenge existing mindsets and build more positive responses to uncertainty.
Change management consultancy, Change2020, developed this tool in conjunction with Queensland University of Technology (QUT) based on their observations of employee behaviour surrounding organisational change.
Test participants completed a series of questionnaires centred around ambiguity in a workplace setting with responses analysed to assess comfort with ambiguity, a desire for challenging work and management of uncertainty. Additionally analysis was also conducted on creativity, personality and leadership to establish whether a high comfort with ambiguity had a relationship with these factors.
While there are many tools that assess the nature and preferences of employees, such as the DISC, MBTI and Big 5 type indicators, the Indicator of Ambiguity assessment tool is the first of its kind that specifically measures how well employees can embrace ambiguity and adapt to change in the workplace.
With support and training specifically designed to help employees become better at dealing with ambiguity, I Am gives you targeted tools to implement successful change.