Major change is triggered when people face a significant discrepancy between what they expected and what actually happens during change. People adjust to change, not by learning to like what is taking place, but by forming new expectations that can lead to success under the new conditions.

Corporations are now at such a crossroads and the focus of Data 360's change management process is to foster change via AI-based systems at a personal level between the key stakeholders of the company so that organizational and institutional change can take root and grow into a thriving ecosystem.

At a personal level, three types of energy are required to make these adjustments in expectations:

• Mental (to figure out what is happening and how to respond)
• Emotional (to deal with various feelings like loss, anxiety, threat, relief, joy, optimism, etc.)
• Physical (to accommodate the bodily implications of stress, excitement, etc.)

To realize the intended benefits of a major change, the people affected must possess sufficient energy for the adaptation process to unfold. The capacity to adapt involves the mental, emotional, and physical means to incorporate new mindsets and behaviors—to absorb the key implications of a change. Aggregate change demand that exceeds available adaptation capacity leads to overload, which causes dysfunctional mindsets and behaviors—in other words, future shock.

The goal of implementing change management for corporations using AI-driven software and practices is to create a series of systems that track commitments to the learning process and prevent future shock in creating the changes to meet new corporate goals and objectives.

Here are the stages of implementing change management: