Projects may be audited or reviewed while the project is in progress.
These training games will help them understand the rudimentary issues that organisations encounter in the process of change management. This Form cannot be submitted until the missing fields labelled below in red have been filled in Sign-up For Free E-zine Please note that all fields followed by an asterisk must be filled in.
I promise to use it only to send you the free e-zine. Please enter the word that you see below. These corporate training games prepare participants mentally to look at change as positive and manageable.
It makes them aware that changes occur often and humans have already got it in them to adapt and be successful through change.
Through these training games participants learn the basic understandings of change management such as: Assess the skills required to act through the change process. Develop personal strategies to deal positively with the change Develop patterns that help to successfully implement the change.
Having said this let's look at the first of the training games. The following training game is also treated as an energizer elsewhere on this site. This is the advantage of knowing both training games and content well.
You can then fit the training game to the situation. After all it is the debrief that settles matters.
The aim of the first one of the change managment games is, to keep a ball up for hundred counts. Ask the trainees to stand together in a tightly knit group.
Pass them a throw ball. Tell the group that it is expected to throw the ball in the air and keep it up for a counts to win the game. If the ball is allowed to drop on the ground before reaching the count of hundred, then the training game should be started anew beginning the count from 1.
Once the group has succeeded usually in fifteen minutes debrief the first of the change management games. The first step in the debrief is for them to understand that change is inevitable.
If outward conditions do not motivate them to change already, change will visit them any way. You threw the ball at them and expected them to follow your instructions. So you announced the change and the group had to cope with it. Bring to the notice of the group the strategies they used to succeed in the first of the change management games - discovery of a few experts who are able to control the ball and keep it in the air; as soon as the ball strays, the group directs it back to the experts; discovery of some experts who are also leaders and who bounce the ball towards as many of the group as possible so that they will also be involved.
Draw further parallels with the process of change management as listed above. Materials you will need: A volley ball or a throw ball, or a good sized ball. You'll need to be in a high ceilinged room in about sq. I prefer to play this training game outdoors. Caution the participants not to throw the ball too high as it could hurt somebody's fingers or face as it falls down.
Demonstrate this training game with one group. Once you have shown them how to play it then the other groups can start playing.Tip: Unfortunately, some people will genuinely be harmed by change, particularly those who benefit strongly from the status quo. Others may take a long time to recognize the benefits that change brings.
Change Management is a core element of the successful management of a project and must be an area of focus throughout the life of the project. Kotter's 8-Step Change Model Implementing change powerfully and successfully Change is the only constant. - Heraclitus, Greek philosopher What was true more than .
Walk The Talk offers books and resources on leadership development program ideas, habits of highly effective leaders, effective team leaders, business leadership and motivation training, ethics leadership, and performance improvement aids. And over the lifecycle of your change management capability build, there will be different focuses on different wedges.
Although the balance of your ECM Strategy Map might look different than the map of another organization, you need a holistic approach to build change capability. The change process can have very different challenges for the leader than for the rest of the team.
Here are a few to keep in mind when leading change.