I’m a big believer that one of the only things we can count on for consistency in our lives is change. Whether in our personal lives, or at work, change appears to be occurring at an accelerated pace these days.

Disruptive technology, a term coined by Harvard Business School professor Clayton Christensen, is an expression which refers to any new technology which changes, or “disrupts” an existing industry or the technologies it uses. We can see evidence of our “disruptive economy” whenever we read the news or speak to our colleagues about the latest technological advances, and the impact they have on how we do business.

At East Tenth Group we work closely with CEOS and business leaders, and I wanted to share how forward-thinking experts are applying disruptive change practices to spearhead organizational change so that you can apply these tactics to your business:

Identifying Emerging HR Trends

One of the key components to successfully implementing disruptive technology within the HR space is to be as in-the-know with emerging technologies, business trends, and how the two can work in lockstep to the success (or detriment) of modern HR teams:

Recent trends in HR have included:

• Companies are eliminating traditional hierarchies. By considering the workplace as a series of interconnected teams, rather than a series of silos, team collaboration and innovation can flourish. This often requires restructuring internal teams and processes to accommodate this changing workplace dynamic.

• Employees need to be empowered to succeed through continuous learning. Many HR experts I speak to are worried about artificial intelligence (AI) and the unknown implications it may have for their teams. There is nothing to worry about! I might be dating myself but back in the day we were worried about the internet…now look at us. In response, many leaders I speak to are adopting an “always-on” learning environment which encourages employees to build their skills quickly, and on their own terms.

• Leaders are using data and cognitive tools for recruiting. Leaning on the latest recruiting tools and technologies takes much of the “guesswork” out of sourcing the right candidates, transforming this process from guesswork to a precise science.

How HR Can Lead the Way Towards Digital Adoption

Because HR plays a potival role in helping an organization and it’s leadership, it’s easy to understand why HR teams are the most well-suited to lead digital adoption and organizational change within a business.

By adopting a forward-thinking and modern approach to digital tool integration, HR teams can accelerate how quickly a business can adapt to the latest changes by implementing team-centric solutions and using the latest HR tech tools.

Here, the process of integrating these tools and processes is key: as HR teams begin to understand the needs of the modern employee and craft learning and development experiences which reflect and meet those needs, everyone touched by these new policies will begin to adapt accordingly. This process is one of the reasons why collaboration and support from C-Suite leadership is critical in order to successfully lead organizational change.

How HR Can Work With the C-Suite

In my years working with CEOs and other top leaders I’ve come to identify successful methods of planning for change, and for collaborating with leadership to ensure that the process meets their needs in addition to being beneficial for the organization overall.

• Identify the top concerns. Have a frank discussion with the leadership within your organization and take note of the top concerns of the C-Suite leadership, as well as any other key business stakeholders which may impact adoption.

• Apply “design thinking” to problem-solving. Consider the challenge from the perspective of the stakeholder, how any changes will affect their teams, etc. and use emerging HR technologies to address these issues. One example I love from Visa was when they created Visa University, a learning portal designed to assist top level executives who needed to brush up on their understanding of mobile ecommerce.

• Provide opportunities for review and feedback. Work collaboratively with C-Suite leadership and take their feedback and experiences into consideration when making adjustments or tweaks to new processes.

Remember: Organizational Change Doesn’t Have to be Painful

While change is inevitable, especially in our age of rampant technological progress, it’s important for us to remember that disruptive change must be managed, and managing this change goes beyond just tracking performance indicators and making adjustments as-needed.

As an HR expert leading the digital transformation within your organization, it’s your responsibility to control, measure, and manage all of the key players involved with this change including: technology officers, project managers, C-suite leadership, and other individuals who play a role in shaping company culture.

Remember: just because a new technology is “disruptive” doesn’t mean that it will be painful to implement into existing business and HR models.

By framing “disruptive change” as the implementation of positive, necessary steps which will lead to increased productivity and organizational success, your HR team can make the leap from traditional HR to the latest generation of technologies which will enhance the workplace experience for everyone.

I attended the HackingHR in NYC event just recently. I was thrilled. We covered all things HR and these are trend setting HR innovators wanting to ensure we truly have our digital HR strategy minted. From the founder, Enrique Rubio, to all the participants we are definitely headed into new frontiers. I say jump right onboard!

At East Tenth Group we’re committed to working with you and your teams to overcome professional and organizational challenges. Visit our services page for more information on how we can assist your HR department with leading organizational change, take action now and subscribe to our newsletter, and connect with us on Facebook, LinkedIn, and Twitter.