What do you do if your superiors doubt your ability to adapt to change in the workplace?

Explain why the need for change example the implementation of new computer application either due to buy out or upgrade. Gather all necessary future schedule for training Assure all are in sync of the needed training , gather a committee and assign smaller groups with micro leader to provide all communication needed to execute the change

Be the change! If you already have the tools and flexibility to implement the new procedure (and you're sure it's OK to proceed), then go for it! Be bold. Impress. Those who doubted you will commend your drive.

Communicate by email, huddles, staff meeting, team meeting, and QAPI meeting to include all esp the higher operational leaderships, quality and NPS, per deims or floaters- assign this tasks to a smaller group to assure they are nor left behind. Make sure all training are documented and signed by all participants. For no shows follow up training and explanation why it's mandatory.

Express your commitment: Clearly communicate your willingness and eagerness to adapt to changes with your superiors. Ask for clarity: Request specific feedback on where they perceive your adaptability is lacking. Share your progress: Regularly update your superiors on steps you are taking to improve and adapt.

Newly implemented applications are harder to adapt from older generational tenure as they are very adamant on learning new skills. Make sure to allow ample time for training and don't show any frustrations when there are questions, answer as if it was the first time you presented the concept and don't look like you are tired yourself. Presenters needs to be fresh and accommodating at all times. Be an expert so you can teach properly during implementation.

Review all executed tasks in a staff meeting or team meeting and ask feedback in a regular basis to evaluate degree of acceptance, adjust accordingly. Doing feedback daily can prevent unexpected outcome and be on schedule as planned.

You can get support from the administrative side - to sing the same tune. I've always rely on.my administrative coordinators ( they call them secretaries) > they are everyone's friends so they streamline scheduling the training and follow paper trails, distribute agenda etc. I find that operational directors gets their training ad hoc so usually my level of understanding on their expertise is mixed since I don't evaluate them. Often they are not engaged as the actual staff who will perform the tasks.

Network internally: Build relationships with colleagues who have successfully adapted to changes and learn from their experiences. Mentorship: Seek out a mentor who can guide you through the adaptation process and provide support. Collaborate effectively: Work closely with team members to build a supportive environment that encourages adaptability.

Self-assess regularly: Continuously evaluate your own performance and identify areas for improvement. Set personal goals: Establish clear, achievable goals related to adaptability and track your progress. Learn from mistakes: View setbacks as learning opportunities and adjust your approach based on what you learn.

Stay positive: Maintain a positive attitude towards change and view it as an opportunity for growth rather than a challenge. Be patient: Adaptation can take time, so be patient with yourself and persistent in your efforts. Celebrate small wins: Acknowledge and celebrate your progress in adapting to changes, no matter how small, to build confidence and momentum.