What do you do if your team lacks the skills and knowledge to adapt to change?

If we've already determined the team is lacking skills and knowledge then we need to specifically address what is lacking. The ways in which this can be done are as varied as the team members. Rather than spray and pray, close gaps by the individual AND by the team. Individual needs are to be met while team cohesion occurs - everyone learning and sharing their learnings contributes to the collective gain. As a team we work share; my strengths are different than others and I can help close those gaps while working with others. Vice versa - they help me with my weaknesses. At the foundation will be emotional intelligence skill development - ensuring emotions are not barriers to learning or change or both.

We're all told we need to adapt to rapid changes that AI is sparking. In fact, LinkedIn just named adaptability as the top skill of the moment - and I bet that moment will be a long one. There are many dimensions of adaptability so what does it mean to "adapt"? The first steps are awareness and assessment. Clearly articulate your goals - or ask for clarity of team/corporate goals. Understanding what your goals are & what success looks like is so important. Then survey your landscape & record what changes are happening around you - internally and externally. Then it's time to assess. I use AQai Adaptability assessments to measure current levels of adaptability based on your Abilities, Character and Environment. Now you have a starting point.

To address skill and knowledge gaps in my team as a Facilities Manager, I'd start by assessing areas needing improvement. Then, I'd implement targeted training, coaching, and mentoring programs tailored to individual needs. Fostering a culture of continuous learning and seeking external support if necessary would be crucial. Regular monitoring and feedback ensure progress towards a more adaptable and resilient team.

When faced with a team lacking the capabilities to adapt, a crucial first step is to assess the scope of the shortfall. This involves identifying the specific skills and knowledge missing from the team's collective skillset. Consider conducting skills gap analyses, evaluating past performance on similar projects, or holding open discussions with team members to pinpoint areas for improvement. By clearly understanding the gap, you can tailor solutions and development plans to effectively address the team's needs.

Before you start thinking about an action plan, start by mapping the key stakeholders for a change and what competencies are required. For example, a change in employee benefits may require soft skills for managers and people leaders. If there is a systems change, technical training may be required for leaders. The worst thing you can do is to assume that "they'll figure it out." Identifying gaps first allows you to plan the implementation and plan around these key needs and ensure a smooth adoption. Yes, this takes more time on the front end. However, investing in your stakeholders on the front end not only ensures a smoother implementation, but also empowers change champions who will help lead from the frontline along the way.

One thing that is very helpful in adapting to change is to think about what habits would help you in this process. Is it better weekly planning? Or meditating? Or documenting daily/weekly achievements? Or signing up for a course to learn a new skill? Whatever the new habit is, write it down AND start small. Just like you wouldn't run 26 miles the first day you started to train for a marathon, begin with achievable weekly goals so you gain confidence and competence. Building this habit weekly will breed success over the long term.

In addition to providing training and coaching, conduct a skills assessment to pinpoint specific needs. Tailor programs accordingly, and provide ongoing support to help them apply new knowledge on the job. Encourage knowledge sharing and peer-to-peer learning to solidify gains. This well-rounded approach ensures your team is adaptable and future-proof.

Working "out loud" is one useful way to collaborate. Not that you need to talk out loud all day, though! Practice sharing your thoughts on how you're approaching a project with a colleague and ask how they would do it. Have a deadline? Don't wait till the last minute to present all your work -- provide drafts and pre-views for feedback and input. Adjusting or pivoting mid-stream is much easier than last minute fire drills.

Encourage collaboration and learning by creating a culture of knowledge sharing. Foster peer-to-peer learning through mentorship programs or buddy systems. Provide access to training resources and opportunities for cross-team collaboration. This will allow your team members to learn from each other's strengths, broaden their perspectives, and build a support network for navigating change together.

Experience has taught me that there are always some psychological challenges, after all we are humans trying to make a difference and work together. It takes courage to explore this and it starts with geniune listening, not to have a reply but to develop understanding...to be really heard, stimulates our ability to extend trust and build empathy...how else can we experience profound collaboration?

More often than not your teams will face the psychological barriers of change... fear, anxiety, anger... It is critical you address (WIFFM - what's in it for me). Be clear about the good, the bad and the ugly with regard to change. People need to understand how and why the change will impact them. Create feedback loops.

Monitoring is only a facet of the need here...we must value, recognise and share learning in all steps. Being open to explore and learn together is fundamental to any growth and success...to feel valued and make a meaningful contribution. Some use terms such as 'Failures' or 'Mistakes' but these are super helpful for signifcant learning to take place...if you have a learning mindset