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      <image:caption>Hubungi Kami</image:caption>
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      <image:caption>“Risk Culture dimulai dari perubahan sikap. Tanpa manajemen perubahan yang cerdas, manajemen risiko hanya akan jadi formalitas.” — Mohamad Soleh</image:caption>
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    <loc>https://www.aidaconsultant.com/articles-post/risk-culture-as-a-solution-to-face-covid-19-pandemic</loc>
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      <image:title>Articles - Post - Risk Culture As A Solution To Face Covid-19 Pandemic</image:title>
      <image:caption>It even happened in Indonesia that in one day, the number of confirmed cases victims increased to more than 1000 cases. It was confirmed by the leader of Covid-19 Response Acceleration Task Force, Wiku Adisasmito in a press conference broadcast by the Presidential Secretariat, Thursday 2nd July 2020 (Egehan, 2020).  The detail information related to the cases report daily can be seen in this diagram below.</image:caption>
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      <image:title>Articles - Post - Risk Culture As A Solution To Face Covid-19 Pandemic</image:title>
      <image:caption>From the information above, it can be seen that the number of positive victims of Covid-19 continues to increase.</image:caption>
    </image:image>
    <image:image>
      <image:loc>https://images.squarespace-cdn.com/content/v1/61984ae264cce25be2395840/61631097-1cbb-49ef-b622-ba5d2a3488e5/covid+per.png</image:loc>
      <image:title>Articles - Post - Risk Culture As A Solution To Face Covid-19 Pandemic</image:title>
      <image:caption>There were also an interesting data which showed that Covid-19 cases in East Java is higher than the cases in DKI Jakarta. Moreover, the data explained that there are two main reasons which cause those cases: 1) The level of public compliance related to the implementation of health protocols in East Java is relatively low, and 2) The health policies related to the way of handling this outbreak in East Java are weak. This shows that the people’s disobedient behaviors are too difficult to be changed. It is also supported by the government's attitude that is not persuasive and decisive. The number of people who disobey the rule of using a mask while having outdoor activities in East Java reached 70%. While the number of people who disobey the rule of physical distance when doing outdoor activities were 62%</image:caption>
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      <image:title>Articles - Post - Risk Culture As A Solution To Face Covid-19 Pandemic - Make it stand out</image:title>
      <image:caption>When we want to develop a risk culture in companies/organizations/countries, we have to change the culture in that companies/organizations/countries to be a culture which is done based on risk awareness. However, in order to develop and nurturing that culture, we need other parties such as change sponsor, change agent, and change target. Change Sponsor: People who initiate the change management program. In order to face Covid-19 Pandemic, the change sponsor can be WHO, government, and medical team. Change Agent: People who do the change management program. Change agents must consist of individuals or groups who agree to change and commit to building companies/organizations/countries. It will be better if the agents of change are selected from various levels so that they can spread the urgency of change to all levels in the companies/organizations/countries. Change Target: People who participate in implementing the process of change management. To persuade the change target, we can use emphatic listening skill (Bodie, 2012). Emphatic listening skill can be done by listening and understanding their needs based on their perspective. However, not all of those parties will be interested in join the risk culture program. There must be resistance from some of them. Based on Robbins (2017), basically the resistances come from the person him/herself and communities or organizations.  Luckily, Andersons (2010) found out that there are 8 key points that need to be fully understood to design and lead change effort that generates parties’ commitment. They are: Resistance is caused when a person’s core needs are triggered, and their ego perceives that their needs will not be met. Resistance is unconsciously generated by the ego; resistance is seldom an intentional ploy by stakeholders to sabotage your change effort. Stakeholder resistance is not to be feared but expected. Emotional transitions are natural, predictable, and manageable, and drops in performance are normal during these transitions. You have key responsibilities as a conscious change leader to design change strategies that minimize the threat to stakeholders’ core needs and to support people through their emotional transitions when they are triggered. There is a tipping point, a moment when people make an internal “shift” out of resistance and into a neutral state of acceptance. Making this shift is a requirement of their developing commitment. Supporting the shift is a primary responsibility of all conscious change leaders. Conscious change leaders are not responsible for “ overcoming ” resistance. Rather, their job is to hold an accepting space for others to express their resistance into so it can be fully felt and resolved by them. Commitment is developed as a natural outcome when people come to accurately see the value of a change effort and are engaged in solving its challenges to ensure success By knowing these key points, we can learn more about how to overcome the resistance, and change it to be commitment. Companies/organizations which commit to realize a strong Risk Culture and Integrated Risk Management when facing VUCA conditions such as the Covid-19 pandemic, the economy, and current global competition must always try to develop organizational management, one of which is by improving those parties as human resources for the company/organization. HR improvement begins with revamping the competencies needed in carrying out Integrated Risk Management in realizing Risk Culture. This step is started by identifying the competencies needed in every important process in the organization/company. Furthermore, the competency directory becomes the basis in building competency management systems, HR development programs, competency assessment programs, HR planning procedures and competency-based recruitment, promotion and evaluation procedures for career paths as well as compensation procedures for mastering these competencies. Effective competency has characteristics such as wide, deep, difference, and long term. Wide means that the competencies can be implemented in a broad area; depth means that each area of competence requires a very technical and specific depth; different means that the form of development is intersection with different proficiency levels; and long term means that the competence need to be defined and develop gradually. The competencies available in this directory already include definitions and levels of proficiency that show various expressions of competence. In general, the level of proficiency has five levels. Each level is explained as an indicator of behavior (key action behavior). Behavior at each level of proficiency is defined definitively, some of them are completed with examples of possible behavior. Each level of proficiency is cumulative, which means that behavior from the lower levels is not repeated at higher levels, but it still applies. This competence directory can be used for various purposes, especially recruitment, evaluation (assessment), career development, training education, and performance management. For each job, competencies and proficiency levels of the most important and appropriate are chosen as a reflection of the excellence performance. In the long run, the competency directory becomes the basis of competency development systems, training programs, HR planning procedures and recruitment related to competencies, promotion and evaluation procedures for career paths as well as compensation procedures for competency mastery. Here are the list of Competencies needed in carrying out Integrated Risk Management &amp; building Risk Culture. Risk Awareness The ability to be aware of any risks by paying attention to the implementation and ensuring each step of the work process and production activities as follows and align with the Standard Operating Procedure (SOP) and Work Instruction in order to minimize the risks. Risk Governance The ability to formulate, organize the system and implement risk management through policies, regulations and the rules of company/organization and its application and support. Risk Focus/Classification (Risk Appetite) The ability to handle/manage risk by emphasizing the ability of the organization and resources that include public health and safety, environment, technology, finance, and any matters relating to the organization's business. Risk behaves Compensation The ability to support the risk implementation to organizations through the compensation or other rewards. Risk Maturity The ability to assess the maturity of risk management, which implement in a corporate/directorate. Risk Adjusted (Implementing Risk in setting up strategic plan) The ability to develop, establish and implement risk management systems in each policy, strategic plan and business activity in any units and organizations Integrated Risk Management framework Design The ability to design an integrated risk management framework, including the process of identifying, analyzing, evaluating, and managing risks to all stages of the organization's management and operating system processes. Integrated Risk Management Framework Implementation The ability to implement the framework of integrated risk management, including the process of identifying, analyze, planning, process, evaluates, improving and managing risks to all stages of the organization's management and operating system processes. Integrated Risk Management Framework monitoring &amp; Evaluation The ability to monitoring-evaluating the implementation of integrated risk management framework, including the process of identifying, analyze, planning, process, evaluates, improving and managing risks to all stages of the organization's management and operating system processes. Define Scope, Context &amp; Criteria Risk Management The ability to define the range area of risk management, such the environment, how to implement, which-what the criteria and the description to avoid misunderstanding nor misleading of the implementation each stages of risk management processes. Risk Identification The ability to collect data, analyze and categorize to identifying, analyzing, planning, evaluating, and managing risks to all stages of the organization's management and operational system processes. Risk Analysis The ability to identify, analyze, evaluate, and manage risks with all the data which were collected and make a comprehensive report. Risk Evaluation The ability to evaluate the integrated risk management implementation includes the process of identifying, analyzing, planning, processing, and managing risks. Risk Treatment The ability to choose the correct way or provide alternative step in each stage process to handle and manage the integrated risk management. Risk Monitoring &amp; Review The ability to ensure implementation of the risk management process align with the planning, goals, and pre-calculation to make any evaluation and improvement. Risk Reporting Technique The ability to manage and establish comprehensive report about the risks Transformational Leadership The ability to make continuous improvement in order to grab the opportunity to renew pattern or make a different approach to accomplish a task or solve a problem. Communication Skill The ability to clearly convey information and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem. Besides of having adequate competencies those parties must also be involved in every stage of change management toward risk culture. There are two stages which need to be passed in order to develop and nurture risk. The first stage is develop and nurture the risk culture at the individual level, and then at the company/organization level. Here is the illustration of those stages.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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