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Eleanor Hudgell

Pure Learning

Director

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Training on change management

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Hi everyone.

Does anyone have an exercise or activity on the emotional responses to change that they would care to share?  It's for a broad-ranging management programme with change as a key focus, I'm looking for something creative and practical that gets delegates to experience a change and then consider their natural response...

Thanks very much.

3 Responses

  1. Use their experience

    Hi there

    You could get them to think about changes they've gone through, specifically changes that they chose and ones that were thrust upon them (either work or personal). Get them to note down/discuss how they felt at the time. The ones they have no choice over usually elicit the most negative emotions, while the ones they have chosen to do are usually more positive.

    It tends to be the lack of control that causes the most stress.

    I have a slide of the change curve if you would like a copy

    Sue

  2. Practical exercise

    Hi

    A simple exercise I have used is to get people to carry out an activity with their less dominant hand e.g. writing something with their left hand if right handed.  This usually generates discussion about how difficult it is and how it can make people feel frustrated.

    Alternatively you can give people an instruction e.g. draw a picture of a house and then half way through change your mind and ask them to draw an animal.   If the group can take it then change again back to a house.  You will start to see people becoming irritated and giving up etc..

    Hope that helps

    Stephanij

     

      

     

     

  3. adding to staphanij’s idea….

     

     

    "A simple exercise I have used is to get people to carry out an activity with their less dominant hand e.g. writing something with their left hand if right handed.  This usually generates discussion about how difficult it is and how it can make people feel frustrated."

    Then look to see how many of them simply go back to their comfort zone as soon as they are no longer under pressure to make the change work…this makes the point that if their isn't a clear benefit in the change people won't stick with it!

     

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Eleanor Hudgell

Director

Read more from Eleanor Hudgell
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