Change toolkit: The wayfinder
Programme Overview & Summary
This workshop provides leaders with insight to understand and support their team members to thrive when things move (change). This can be made more challenging for a leader when they also may not have a clear or long view of the way forward.
However, enabling their team or individuals to expect change, be prepared for change, and be ready to manage the change can make a huge difference to how a change initiative lands. Leaders learn about the human and social factors that can cause barriers or resistance to change, and strategies to manage these responses.
Style and Approach
Highly practical experiential workshop using an animated video to encourage group discussions.
Audience
All line managers
Programme Structure
3hr workshop.
Preparing for the workshop
None required.
Group Size
16 Participants
Programme Topics
Participants are introduced to the different motivators and responses demonstrated in ‘Who took my cheese’ considering the role of a leader in change. Participants discuss and debate how they can use the lessons in the video to support and guide others through the ‘maze of change'.
- SCARF is a tool to help leaders understand different responses to change - the human and social needs can trigger the responses and what to do about it. The SCARF model (ref: David Rock) involves five domains of human social experience:
- Status is our own sense of importance in relation to others.
- Certainty is our brain seeking predictable patterns to help us plan our next move. This can be exhausting during times of uncertainty.
- Autonomy relates to the degree of control we feel we have to make choices or decisions in what is happening to us.
- Relatedness is about how safe or connected we feel to those around others and the affinity of information we have with others.
- Fairness relates to the sense of injustice we feel when we perceive someone or something as being unfair, and how this can disable our empathy of others. - Change can be seen as a threat or reward to our social standing and needs
- Threats describe the things that make people feel negative emotions, such as sadness, fear or anxiety
- Reward describes things that make people feel good emotions like happiness, creativity, curiosity and hope
- Practical application - Using a live example they will or have experienced, participants identify actions they can take as a leader to help shift others perspective from threat to reward.
Outcomes
Having attended this course, you will be able to:
- Know how to apply their role as a change guide to their team
- Take accountability for their role as a manager to engage and drive change. Learn to recognise the human and social needs impact on responses to change and strategies to manage it.
How to apply
If you would like to attend this course or have any queries about your projects following the course, or wish to submit your project for accreditation, please goto our how to book webpage.
