By now, I’m sure you’ve seen a gazillion headlines about ChatGPT and that it will reshape entire industries. Some writers I know are worried it’s going to put us out of business. Surprisingly, I’m excited about the tool. No, I’m not using it to write content. But I have been shocked by how it streamlines critical tasks like research and sparks creative brainstorming.
I’m not usually an early adopter of new technology, and I don’t love massive change forced upon me. So, I’ve spent much time thinking about why I’m embracing this so readily and wanted to share what’s helped me shift my mindset about change.
Instead of dismissing ChatGPT, I’ve dug into reading and learning about it. I’ve joined an online course specifically for writers where the group collectively explores and shares ways to use it in our businesses. We’re also discussing ethical concerns and using real-time case studies of good and bad uses.
Rather than being intimidated by what I don’t know, I’ve written two stories about ChatGPT (Using ChatGPT and Are Job Seekers Cheating?), and am working with a client to write a case study about the role of artificial intelligence tools in employee benefits.
Finding inspiration from innovators
When change threatens our livelihood, it’s easier to dig in our heels and resist than accept it. But some of the most significant opportunities can come from getting out in front of forced change. Trent Romer co-owns a custom plastics manufacturing business.
Several years ago, he had two choices—be proactive in finding solutions to reduce waste and source more sustainable materials or wait for lawmakers to ban single-use plastic bags before making changes.
He chose the first option, which allowed him to maintain his entire workforce despite higher material costs, reengineer processes that created less waste, and boost profitability. His TEDxBoston presentation and book
Finding Sustainability offer a behind-the-scenes look at how he did it.
Recognizing the emotion behind change
He teaches leaders the Kübler-Ross Change Curve, based on the six stages of grief. The model acknowledges that change can trigger emotional reactions.
How do you approach change?
The process of change is rarely met with enthusiasm. Unlearning what is comfortable is rarely easy; it requires effort. However, shifting our mindset about our approach to change and understanding how others on our teams or in our businesses process change increases the success of implementation.
I’d love to hear how do you approach change—personally and in your professional role?
What has worked for you and what have you tried with your teams?