{"id":2460,"date":"2023-06-27T13:12:53","date_gmt":"2023-06-27T13:12:53","guid":{"rendered":"https:\/\/learningconnected.com\/?p=2460"},"modified":"2023-09-26T07:26:33","modified_gmt":"2023-09-26T07:26:33","slug":"wat-is-het-geheim-van-succesvolle-verandering-mensen","status":"publish","type":"post","link":"https:\/\/learningconnected.com\/en\/blog\/wat-is-het-geheim-van-succesvolle-verandering-mensen\/","title":{"rendered":"What is the secret to successful change? People!"},"content":{"rendered":"

Als je van plan was om in een vliegtuig te stappen, je woonkamer te renoveren of een nieuwe carri\u00e8re te beginnen op een heel ander gebied, wetende dat er maar een kans van 30% was dat je zou slagen… zou je dan de moeite nemen?<\/p>\n

Als jouw organisatie een nieuwe online communicatietool invoert, zoals MS Teams of Cisco Webex, dan is deze nogal voorspelling vaak de realiteit.\u00a0 Gemiddeld mislukt maar liefst 70% van de transformationele organisatieveranderingen. [1,2] Digitale transformatie in het bijzonder heeft een nog minder geruststellend mislukkingspercentage van 84%, volgens Forbes<\/span><\/span><\/a>.<\/span><\/span> [3] De reden waarom minder dan een derde van de veranderingsinitiatieven succesvol is, is omdat veel organisaties niet goed zijn in het managen van verandering.<\/p>\n

Waarom mensen verandering moeilijk vinden<\/strong><\/p>\n

Wat drijft succesvolle verandering en wat veroorzaakt mislukking? De sleutelfactor in elk veranderingsinitiatief zijn mensen, de drijvende kracht achter alles. Geen enkele organisatieverandering kan effectief zijn als ze niet wordt gesteund door de werknemers. En toch wordt vaak vergeten dat het navigeren door veranderingen een uitdagende reis kan zijn voor individuen.<\/p>\n

In hun boek ‘<\/span>Switch’ <\/span><\/a>[4] baseren bestsellerauteurs en broers Chip en Dan Heath zich op uitgebreid onderzoek in de psychologie, sociologie en andere vakgebieden om te ontdekken waarom verandering moeilijk is voor mensen. Hun antwoord is dat verandering moeilijk is omdat het menselijk brein altijd onderhevig is aan een onderliggende spanning tussen de rationele kant en de emotionele kant van het menselijk brein, die strijden om controle en het hebben verschillende belangen.<\/p>\n

Stel je dit eens voor: Het rationele verstand wil gezonder eten, terwijl het emotionele verstand hunkert naar frietjes en chocoladekoekjes. De rationele geest wil veranderingen doorvoeren op het werk, maar de emotionele geest houdt vast aan het comfort van vertrouwde routines. En wanneer je als werknemer moet overstappen op een compleet nieuw communicatiemiddel of -platform, leidt deze interne strijd vaak tot weerstand tegen de verandering.<\/p>\n

Naar blijvende gedragsverandering
\n<\/strong>
\nCommuniceren is wat velen van ons talloze keren per dag doen op het werk. Het gebruik van een nieuw communicatiemiddel vereist het aanleren van een nieuwe manier van doen, wat een belangrijke culturele verandering met zich meebrengt die alle mensen in de organisatie be\u00efnvloedt. Om blijvende verandering te bewerkstelligen, is het cruciaal om beide kanten van het menselijk brein tegelijkertijd aan te spreken.<\/span><\/p>\n

Zie de rationele kant als de ‘Ruiter’, begaafd in denken en plannen, terwijl de emotionele kant de ‘Olifant’ belichaamt, gevoed door passie en motivatie. Zonder een duidelijk plan kan de Ruiter geen weg vooruit vinden en zonder emotie mist de Olifant de energie om verandering teweeg te brengen. Deze metafoor werd voor het eerst bedacht door sociaal psycholoog Jonathan Haidt<\/span><\/span><\/a>.<\/span><\/span><\/p>\n

Wat kunnen we hiervan leren? Om verandering tot stand te brengen, moeten we:<\/p>\n

    \n
  1. De rationele geest aanspreken – de bestemming kristalhelder maken<\/li>\n
  2. De emotionele geest motiveren – mensen de noodzaak van verandering laten voelen<\/li>\n
  3. Het pad vormgeven – de vereiste veranderingen specifiek maken en ervoor zorgen dat de omgeving de verandering ondersteunt<\/li>\n<\/ol>\n

    Door deze strategie\u00ebn te omarmen, kun je blijvende veranderingen teweegbrengen in persoonlijke, bedrijfs- en teamomgevingen. Bij Learning Connected zetten we onze expertise in om je door het gebruikersadoptieproces te loodsen en ervoor te zorgen dat jouw reis met online communicatiemiddelen een doorslaand succes wordt! Neem vandaag nog contact met ons op <\/span><\/span><\/a>en haal het maximale uit uw online communicatiemiddel.<\/p>\n

     <\/p>\n

      \n
    1. Taking Stock survey by The Change Management Toolbook, February 2005<\/span><\/li>\n
    2. Dr. Corrie Black (Mar 16, 2022). 12 reasons your digital transformation will fail, Forbes<\/span>\u00a0<\/span><\/li>\n
    3. Bruce Rodgers (Jan 7, 2016). Why 84% Of Companies Fail At Digital Transformation, Forbes<\/span>\u00a0<\/span><\/li>\n
    4. Chip Heath and Dan Heath. Switch: How to Change Things When Change Is Hard. Thorndike Press, 2011\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"

      If you were planning to get on a plane, renovate your living room...<\/p>","protected":false},"author":1,"featured_media":2464,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"class_list":["post-2460","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"\nWat is het geheim van succesvolle verandering? Mensen! - Learning Connected<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/learningconnected.com\/en\/blog\/wat-is-het-geheim-van-succesvolle-verandering-mensen\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Wat is het geheim van succesvolle verandering? 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