Humans excel and thrive at many things, but coping with change is not one of them (no complains here, this is the main reason I have a job). It's an evolutionary trait to seek for routine, habits and to always know what to expect.
For fundamental change to not only be accepted, but to be fully embraced by individuals and organizations, we need to go through a series of steps from awareness, to purpose, to preparation, to actual change, and all of them require a huge effort to complete.
John Kotter proposes an 8-step model for change, from which I will focus only on the first one:
Establish a sense of urgency
And nothing says urgency more than having to live with a worldwide-spread, life-threatening, highly-contagious virus.
Exhibit A: In the last 6 months, we have deeply transformed personal and business processes that would otherwise have taken years to change. Actually, some of them started their transformation years ago already and were nowhere near completion (*cough* teleworking, *cough, cough* digital transformation).
The main takeaway from a change management perspective then, is that even the most challenging change is possible in a reduced time frame, as long as the urgency for change is fully understood AND experienced by all.
For other interesting insights about the lessons that change management professional can take from this crisis, the following link provides an interesting read.
when pressed, employees are adaptable and capable of using new tools, methodologies and processes in a relatively short period of time. Businesses have had to rapidly adapt and re-invent themselves in light of the COVID-19 crisis.