Speaking AI Coaching And Certifications For Change Administration With Two Trade Thought Leaders
Because the driving drive behind SweetRush’s Shopper Options group, Annie Hodson is keen about creating studying experiences that actually make a distinction. With over 15 years of experience in studying design, Annie believes that efficient studying needs to be each partaking and impactful. She’s devoted to serving to companies obtain their objectives by way of modern options that foster progress and encourage lasting change. From revitalizing new rent packages 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 function as resolution architect, Olivia performs creativeness activist, strategic associate, and expertise designer for and with purchasers, 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, advisor, 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 concept. And her type? A mixture of intense thoughtfulness and playful curiosity that displays what studying—and life—is all about.
In the present day, Annie and Olivia communicate with us about planning for change and the way organizational leaders can launch studying packages 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 main focus is knowing our purchasers’ greatest challenges and serving to them develop methods to beat them. Proper now, a serious a part of that’s serving to them construct packages that equip their groups to deal with the fixed, speedy change pushed by AI.
Olivia: Good day! I am Olivia Powell, and whereas my official title right here is “Resolution Architect,” I actually think about my function as that of Creativeness Activist—serving to purchasers ignite curiosity, chance, and skillful visioning in themselves, their learners, and their friends. So, for instance, I am going to leverage my background as a senior studying advisor, expertise designer, and storyteller to information shopper 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 necessary 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 shopper is trying to create intentional change (e.g., with a particular large-scale intervention) or upskill learners in a discrete skillset, transformation power is at play. We assist purchasers change into conscious of that power, learn to meet it, and domesticate it in service of their mission. We expect much less about “managing” change and extra about creating house 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 well-liked, a few of them, effectively, much less most well-liked. The extra skillful we might help purchasers be at facilitating change by way of the training experiences we create collectively, the extra profitable they are often in realizing their most well-liked futures.
You point out the fidelity of change. Particularly with the tempo of AI improvement, how do you assist purchasers 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 these items. 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 would possibly we drive how AI exhibits up in our trade by way of these subsequent 5 engagements?” You may additionally 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 usually hear about constructing “change functionality”—expertise for facilitating and main change, like noticing indicators and situation planning—and “change capability”—creating circumstances like wellbeing, curiosity, and resiliency so that you simply’re extra outfitted to navigate change because it comes. A number of the methods we at SweetRush assist our purchasers construct change functionality and capability embody:
- At all times assembly purchasers as strategic companions, not solely supporting rapid wants however serving to them leverage Studying and Growth 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 corporation are going to reply. Not solely can this enable you to overcome resistance to vary, it means that you can entry the in any other case hidden concepts and potential of your individuals! We have now a complete mannequin for this, which we discover in our article on organizational change by way of learner transformation and a associated webinar recording on the topic.
- Sharing traits and analysis broadly, 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 in regards to the studying packages you are creating? What does an AI coaching program with a change administration part seem like?
Annie: That is a improbable query, and it will get to the center of what we’re doing. The training packages we’re constructing—whether or not for AI or another main shift—aren’t about simply downloading new data. 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 would possibly simply result in a lifeless 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 isn’t a single course on “find out how to use ChatGPT.” It is a journey of discovery. We design packages which can be extra like a flight path, a sequence of related experiences, than a one-and-done occasion.
First, we tackle the human aspect 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 in regards to the “why”—why this alteration is critical, what alternatives it unlocks, and the way every individual will be an lively participant, not only a passive observer. It is a essential a part of the method, and you’ll be taught extra about it in our article on understanding the emotional panorama of organizational change.
Second, we construct what Olivia known 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 by way of ambiguity. This is not nearly utilizing a brand new instrument; it is about studying find out how to be a simpler, empathetic chief in a fluid surroundings.
And on the capability facet, we construct in experiences that domesticate curiosity and resilience. We frequently weave in components of storytelling, situation planning, and even playful experimentation. The aim is to construct a deeper muscle: the power to be agile, to pivot, to fail safely, and to be taught 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 packages? How do they assist leaders construct this sort of change administration muscle inside the group?
Annie: The demand for formal certification packages has actually taken off as a result of organizations are realizing that it is not sufficient to only discuss 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 do exactly that.
However what makes these packages 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 strategy to formalize and rejoice the form of management that’s so vital in the present day. We’re not simply educating a set of expertise; we’re establishing a brand new customary for what it means to be a resilient chief. For those who’re thinking about studying extra about this, we’ve got an article on creating certification and skilling packages and a webinar recording on constructing credible and interesting experiences.
These packages take leaders on a deep dive into the human dimensions of change. They be taught to determine the indicators and feelings at play, from pure resistance to passionate advocacy. They get hands-on expertise with sensible instruments and frameworks, however extra importantly, they be taught 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 shopper invests in this sort of program, they don’t seem to be simply upskilling a number of people. They’re cultivating an inside community of change brokers—a robust, ripple impact of people who find themselves outfitted to step up and lead when the surprising occurs, whether or not it is a new AI coverage or a shift out there. They change into the go-to individuals who can information their groups to not solely survive the transition however to seek out alternatives and thrive within the transformation.
In the case of AI and alter, what are leaders not occupied with that they need to be?
Olivia: With any AI improvement 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 artistic and fulfilling work. Effectively, what does it imply to be (extra) artistic at work, and does your system permit for creativity from all people? What’s “fulfilling work”? Do you’ve gotten a transparent sense of what which means for you? Do your workers know what which means for them? How would possibly you assist them in connecting with their objective, their longings, their distinctive potential, and repair?
With out addressing these questions, this widespread AI narrative is at greatest 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 needs to be no shock if you encounter concern and resistance to any change efforts.
That is why, at SweetRush, our mission to be in service of life potential is changing into ever extra important and tangible—for instance, by way of our Transformational Design Requirements—as a information for our shopper engagements. Whether or not in strategic solutioning conversations or design workshops on a Customized Studying venture, we assist purchasers each embrace the emergent alternatives of AI and create house for people to be extra human—to discover, think about, join, and finally, be capable 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 trying to navigate the adjustments introduced by AI?
Annie: I would say deal with 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 exchange it. Present them how AI can free them from mundane duties to allow them to deal with extra artistic, strategic, and fulfilling work. Whenever you pair technical coaching with a compelling narrative about objective, you create a robust alternative for optimistic change.
Olivia: Completely. And if you happen to want a spot to begin? 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 surroundings, about what work means, about studying? What do you hope they really feel? Whenever you open your eyes, what’s one factor you are able to do, share, or analysis in the present day to assist notice that most well-liked 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 be taught extra about how SweetRush might help you discover the most effective resolution on your wants, you may get in contact, and so they’ll get your inquiry to the precise individual on their group.
