Dear Human Resources

Our regular columnist, Aidan Stoate, CEO New Zealand at Inspire Group, shares his heartfelt insights into leading people.

Come gather ‘round people, wherever you roam And admit that the waters around you have grownAnd accept it that soon, you’ll be drenched to the boneIf your time to you is worth savin’And you better start swimmin’Or you’ll sink like a stoneFor the times they are a-changin’

Bob Dylan’s poignant social commentary is somehow just as relevant to present-day HR professionals as it was when it was first written for a very different audience 60 years ago. While the context has undoubtedly shifted, the sentiment remains: change is a constant, and much like the rising water, it cannot be subdued regardless of how much we resist. Stasis means sinking, and apathy must be replaced by action.

This is all well and good for capable swimmers, of course. But what about the fate of those who were never privileged enough to learn the front crawl, the breaststroke or simply even to tread water?

If change demands response, and response requires both willingness and competence, how do we ensure that our people aren’t left to sink like a stone amidst the rising tides of change?

Well, dear HR, this is where I believe you can all provide some crucial leadership.

You cannot transform organisations without people; any transformation will falter if those people are poorly motivated, under-equipped or lacking the agency to own the required changes.

Where many transformation initiatives fail is by addressing these considerations only after the implementation of change. New systems, product lines, policies or procedures (however well-intentioned) are often conceived by the few for the many, and are well into their initial phases of deployment before adequate communication, training or engagement with the wider organisation has been established. Then, when things inevitably start to go wrong, the ‘sink or swim’ scenario manifests. Retroactive training and development courses are rapidly set up but rarely hit the mark, and frequently neglect the appropriate messaging or adequate substance that emotionally connects people to the purpose of change.

Most people don’t want the life raft after the event; they would prefer the swimming lessons ahead of it occurring.

This is where HR can and must be the organisation’s strongest advocates for ‘people change’. The voice of the many, with the focus on preparedness heard well in advance of proposed action: the swimming instructors instead of the lifeguards. This can feel insurmountable in the face of so much change and at such unforgiving cadence. But it can begin with three simple questions at the outset of any impending transformation: “What do our people need to believe, know and do to effectively support this?”.

This is what leads to the relevant engagement, communication, learning and ownership that transforms sinking stones into Olympian swimmers. Even old Bob would be proud of that change!

Aidan Stoate is the New Zealand CEO of Inspire Group, an award-winning learning design consultancy that delivers worldclass solutions to organisations globally. Aidan has a passion for helping organisations improve their culture and performance through innovative learning and development interventions. As an ICF-accredited organisational coach, Aidan provides subject-matter expertise for the design and delivery of leadership programmes, while leading the Inspire Group New Zealand business across all projects and disciplines. Having led organisations and teams in the United Kingdom, South-East Asia, North America and Australasia, Aidan brings a nuanced perspective while promoting inclusive, engaging and contextualised solutions that drive genuine behaviour change and strategic benefits.