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Different groups have different needs. The Change
Management seminar experience is meant to be an
interactive experience in a fun, non-threatening
atmosphere. The following is an option available
to interested groups:
During the afternoon, participants can experientially
understand more about Change Management by playing the
KnowMe™ game with any number of groups of
four to six
-- with a debrief exercise after everyone is finished.
This highly-interactive game is based on the
Disclosure/Feedback model of awareness known as the Johari
Window (click to view more about the game), named
after Joseph Luft and Harry Ingham. This award-winning
game has been used in over 20 countries by a wide
range of organizations and is specifically designed
for establishing trust and building relationships in
the workplace.
Change &
Transformation Game -- This game enables participants
to address factors influencing change in their
organization. SAMPLE CARDS:
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TELL:
Light-hearted: Tell the group about
a time you helped someone through a transition in their
life.
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ASK:
Light-hearted: Ask the group
members what they think your feelings are about your
department
and its current circumstances/role within the
organization.
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Serious: Tell the
group how you feel about the
way the intended change has been communicated.
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Serious: Ask the
group members what they think
your typical workday consists of and how they feel about
that.
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In-depth: Tell the
group whether you believe that
the intended changes will produce long term financial
benefits.
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In-depth: Ask the
group what effect they think
organizational changes might have on your home/personal
life. |
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Workshops
Retreats Seminars Conferences
Conventions
N o B u l l.
N o H y p e.
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P
R O G R A M O V E R V I E W |
75% of the focus of
this seminar will be on the internal world of the participant.
25% of the focus will be on how participants interact with
others.
Generic full day version with
appropriate breaks
|
| *
Participants share the best part(s) and most challenging
aspect(s) of their jobs (if smaller group). |
| *
Presenter introduces himself and the purpose of the program. |
*
Humorous concepts illustrating the reality that people are
different; predictably different during
change. |
*
Explore the five contributing factors to personal change
management styles:
i. Heredity ii. Childhood role models iii. Birth order iv. Physical characteristics v. Experiences |
*
Understanding the stages of the "Change Process" and
also the "Change Cycle."
*
Emotional pain -- the great modifier of human behavior. |
| *
The differences between power and influence during
organizational change. |
| *
Johari Window -- How trust and mutual respect are built up or
broken down in an organization. |
*
How personal Blind Spots and Mask effect leadership/
followership styles and teamwork during
organizational change. |
*
Peeling the layers of the onion skin to get to the core
issues:
i. Gender issues ii. Cultural diversity iii. Generational influences iv. Professional status
v. Personality style |
| *
Administer change management profile material |
*
Overview of the universe of the four dominant change
management styles and how each style:
i. Responds to or reacts to
emotional pain ii. Seeks to control his or her environment
iii. Leads and follows iv. Makes decisions v. Communicates vi. Deals with organizational change
vii. Processes information |
*
Three main areas where conflict generally erupts during
organizational change, combined with
concepts for preventive maintenance -- plus
skills for managing oppositional behavior after it has
escalated. |
*
In-depth study of each change management style:
i. Major fears ii. Natural and adaptive styles when confronted
by stress or change
iii. Dynamic drives during change iv. Needs-motivated behavior and communication
language
v. Tools for working effectively
with each style
vi. How personal dominant and sub-dominant styles
can compliment vs. cause internal stress
vii. Drawing the best out of others at work and
at home -- lifestyle change |
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Now what do we do with the information? |
| *
Time for feedback, personal responses to the accuracy of the
information, and specific questions. |
| *
Help to develop action and accountability plans. |
| *
Allowance for one-on-one time with instructor. |
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|
 100%
Satisfaction Guaranteed. Period.
View
Streaming Video Clip of Dr. Freeman
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