Change Agents are constantly challenged by senior leadership to show the value of change management to deliver successful change initiatives. Before we can discuss the right approach, we need get them sponsoring the change and supporting the change management presence. This workshop will use Lego® Serious Play® as an approach to show the value of change sponsorship, change management and leadership by SHOWING its worth and understand how to develop a psychological contract to support change management activity for organizations and their leadership teams.
Organizations have an inherent world of values, emotions, fears and desires. This most human, and often unconscious or hidden, world is an important part of organizational life. It is the bedrock of power and trust – these two vital forces that shape an organization’s culture, its people’s day to day behaviours, and thereby the outcomes it creates. Those leading transformational shifts in organizations need to be able to work with these forces. Traditional interventions addressing the why and what of transformation are important but not sufficient. To get to the heart of transformation, we need to address the heart – the human dimension. For this, we can draw on work in these three domains:
- Organisational Change interventions like Deep democracy, Agile and Scrum, Design Thinking, Storytelling, Pattern Recognition to release creativity and help designing meaningful change.
- Coaching, workshops and events engaging people not only at the intellectual level, but also at the level of feelings and emotions, using mindfulness, interactive exercises, rituals, art, and bodywork, to connect people to their humanity and to each other
- Design a change process allowing groups and individuals to challenge established ways of doing and being, explore and establish new ones, to better serve the purpose of the organization
To illustrate this, we will present a case study of the European Investment Bank. In this we show why and how different forms of art and artistic expression are incorporated in training, team development and away days. And we will also share the initial results of a project about the development of constructive work relations through art and artistic interventions. This project is sponsored by the Bank’s Personnel Directorate, and at the same time intentionally set up and empowered as a bottom up initiative. In this project staff from across the organization design a series of events to bring about connection and dialogue between people in the organization, thus creating small steps towards a shift in the organization’s culture . Finally, we will engage and inspire participants to co-create their own change design using scrum methods to leverage art to surface Power and Trust in transformative design.
Real disruption is a deep wound to the integrity of organisational identity, so real disruption requires radical adaptation, structural transformation… a transformation in identity. The question that disruption is asking is not ‘what is the problem?’ or ‘how do I survive?’ or ‘how do I make it go away’, the question that disruption is asking is ‘Who are you?’. How you navigate that question determines the path of your evolution. Will you react or respond? Or will you deflect, dismiss, resist, deny or hide? Will you be willing to wrestle with it and, more importantly, with yourself? Will you seek to understand it and, more importantly, seek to understand yourself?
‘Curiosity & Disruptive Change’ focuses on curiosity as the strongest motivation and most useful aptitude for navigating and instigating disruptive change. We will explore what it means to be disrupted, how we react to disruption, what curiosity is, and how to cultivate a curiosity towards disruption that enables us to discern the possibilities and realise the potentials in any challenge. Myth, fairy tales, problem solving, perceptual challenges, crafts & play, current affairs… any or all are possible approaches we might take. Prepare for a little disruption… We’ll create situations which will instigate your curiosity, and we’ll analyze and reflect on our experiences and how they apply to your current situation.
Seemingly incompatible alternatives and either/or problem definitions are common in consulting and managing organizations. Starting with Arthur Koestler’s theory of humour and creativity we will explore concepts and tools to understand how these dilemmas offer a great starting point for the development of creative and novel approaches. This workshop will introduce a powerful framework to address and harness these dilemmas as an opportunity for development on a personal, team and organizational level. The approach is based on three distinct models from
a) the field of intercultural consulting,
b) personal development and
c) systems thinking.
The workshop provides a great setting to experience how the approach can be facilitated with groups before we will discuss its conceptual background and the application of the framework in organizational, personal and team development – and in telling jokes.
What changes if I come to a group not as an expert to share knowledge, but rather as a human being coming to learn from the experience of the other so that I may transfer it into my own context?
This workshop will take participants on a deep exploration of the question “What makes us human?”, and will help them think through the consequences of taking our common humanity as a starting point to any work we do. At the heart of this workshop is the approach used by the international NGO the Constellation, SALT: Stimulate/Support – Appreciate/Authenticity – Learn/Listen/Link – Transfer/Trust/Transform/Team.
Facilitators of this approach know from experience that people within the communities and groups they work with have what it takes to dream, act and transform – they trust that as facilitators they need only to host a space that is ‘human’ enough for people to express themselves freely and find their own solutions – trust that building from strengths and aspirations any group of people has enough in common to overcome their differences and work towards a shared dream.
Participants will leave the workshop with renewed energy, connections and concrete ideas of taking next steps in a change process of their choice.
Experience Theory U by Otto Scharmer, MIT as a tool in an interactive setting to deeply understand its implications and collect ideas how you can implement it into your own work. Why Theory U? It implies Co-Initiating, Co-Sensing and Co-creation. It provides a sound orientation in change processes as it shows you where you are in your own process and what could be the next meaningful step. It helps you to generate solutions from different perspectives, get in touch with your Future potential and activate the courage to prototype.
In our approach „ Facilitating Change“ we are using Theory U by Otto Scharmer as a change guideline. We combine it with the art of facilitation to deal with complexity and change dynamics.
Percussion & Disruption uses rhythmic disruption as a metaphor for organisational disruption. In the course of this workshop participants learn how to play three rhythmic patterns used in Afro-Cuban music. Afro-Cuban percussion is a rich and complex tradition which is played both in 4/4 time (typical of almost all western music) and in 12/8 time. Participants viscerally experience the disruption of trying to bring rhythmic patterns in different time signatures together. They then learn and experience how the third very simple rhythmic pattern, called the ‘clave’, is designed to be played in both time signatures and hence serves as a ‘hinge’ or ‘bridge’ across the disruptive forces from one pattern to the other.
‘Disruption & Percussion’ is a fully integrated hands-on workshop. Participants learn rhythmic structures by actually clapping them out, and are carried through a journey in which they viscerally experience rhythmic disruption and work to resolve it by learning new skills. The fundamental theme of disruption, and how it relates to organizational strategy and culture, are consistently returned to through ongoing conversation, questioning, reflection and analysis.
What is it that you want to bring alive in your work? In this workshop you are invited to work on your story, dig deeper and lift it to the next level. A good story inspires heads, hands and hearts. A great story is connected to our dreams and hopes and speaks to issues and topics in the wider world. It is authentic and purposeful. It extends an invitation and makes ideas concrete and actionable.
These elements are part of a powerful story framework that we are going to explore in this session. After a short introduction we will revisit your personal backstory. With the gems and inspiration found there, we will travel to the future you want to create – constructing the building blocks for your story along the way. The session closes with a story circle in which you share your story, gather feedback and partake in the stories of your colleagues.
When doing facilitation and training, it is very important to understand the energy in the group, also is important that the energy flows in a reciprocal way. This introductory workshops to the Inka tradition offer a good mix of theoretical background information and practical exercises for connecting with the world of living energies and harmonizing your energy field. The workshop invites you to develop your personal and collective practice of Reciprocal Leadership.
The training offers:
- To learn what is Ayni (Reciprocation), Minka (Collective work), and Ayllu (Community)
- To reclaim and grow our relationship to Mother Earth
- To understand and grow our practice of Reciprocal Leadership
The Change Journey is a radical approach to change. It is based on the paradigm that change in organizations is not a linear path from A to B. As many of us experience, what happens in a change process is largely unpredictable. Our Change Journey Map then helps you to navigate through uncertainty. This Map is inclusive – which means whatever tools and models you are used to can be incorporated. For all of you who are involved in a change process – we invite you to become a fellow traveller! This is a journey – not a blueprint. Organizations and individuals can only master change processes when they are ready to find their own path. The journey then is constructed from something we already know as well as from that which is unknown.
The journey teaches us. Many organizations and legions of management consultants fail to implement sustainable change: they design the process around the tool or model they want to apply. We turn that principle around and encourage leaders to design their specific change model according to the needs that emerge in the change process. With the Change Journey Map, we offer a meta model which can accommodate your own methodologies, tools and models. It is a catalyst for dialogue and exploration of different perspectives. Through common thinking, teams are enabled to co-create sustainable actions.