Some of the biggest changes we have to manage in life happen at work.

Right now there are a lot of unknown questions about how people will work and thrive in a post-pandemic world.

Businesses are already having to dramatically adapt.

Some in positive ways, with the number of people working from home on a regular basis up to 37%.

And some in negative ways, with redundancies meaning the employment rate is at its joint lowest since 2017.

But there are things that individuals and organisations can do to help each of us meet new challenges and prepare for what comes next.


Managing change on and off the job

Change impacts every aspect of our lives, but changes at work can often feel more stressful and less controllable for many of us.

That’s why effective change management is so important.

But it’s also why we all need to be aware of and prepared for change so that sudden changes don’t take us by surprise and affect our confidence.

Flexibility and adaptability are becoming more desirable and necessary traits for employees, but how do we teach these skills? And can this type of learning only be done on the job?

Well, for educators, a good way to teach adaptability and flexibility is to be adaptable and flexible.

If an education provider can offer a flexible learning environment, capable of adapting to different learners, then these learners will be better equipped to understand how they think, learn and work best.

And this can have a ripple effect into the working world.

Employers want to know how they can best support their employees, and creating an inclusive working culture doesn’t have to start on the job, it can start with learning itself.

With more Government funding entering the further education sector, there are more opportunities for people to retrain and gain the skills they need to thrive. As well as greater opportunities to collaborate with employers.

At work, effective managers always help guide their team and are sensitive to each person’s way of working to get the best personal performance.

Managing learners can be done in the same way.

But we know there’s already a lot of pressure on staff to come up with their own answers to improving learner support and engagement. There is very little standardisation in the rules and regulations.

At Cognassist, we use a standardised and evidence-based approach to support staff, improve learner journeys and drive inclusivity through personalised support, depending on each learner’s needs.

Our strategy modules provide learners with different ways to approach tasks and scenarios that they might otherwise find more difficult, based on their cognitive profile and level of study.

Giving people the opportunity to try out different ways of working, reflect on what works best for them and provide them with meaningful skills that go beyond their course.


Strategies for managing change

Change doesn’t always feel manageable in the moment.

We all need to be aware of our strengths so that we can rely on them to help us overcome any difficulties we might face.

It’s always going to be a process.

And it’s better to start with small steps that make gradual improvements and give each of us a more curious and proactive approach to learning new skills and problem solving at work.

To find out the different ways change can impact you, here’s our final module in our Managing Change series:


Don’t forget to check out the first two modules below:


Hopefully, this Managing Change series has helped you to identify a few ways you can make new changes, whatever they are, easier on yourself and those around you – whether that’s learners, colleagues, friends or family.

You’ve got this!


All the best,

The Cognassist team