102 The change puzzle

 An easy way to build commitment to change.

So you want to bring about change in your organization? You have a wonderful new vision? You want to introduce new ways of working in your organization. You’re excited by the potential of this new change? Congratulations! Now what challenges are you likely to face before everyone feels the same way as you do.

The 5 challenges of Change

Your first and most important task is going to be to get people with different political agendas to:

1. Accept and get excited about the need for change.
2. Achieve a common understanding of where the organization is today.
3. Achieve a common understanding of what the implications of the future change will mean.
4. Agree on a few focused core changes that will help the organization to be successful in the future.
5. Feel excited and committed to making those changes work.

And to do this in a group without conflict, personal attacks, lengthy debates or analysis paralysis.

Imagine if you could:

• master these challenges within a few hours.
• in an environment where every individual feels able to contribute honestly and without fear.
• where dominant and quieter people contribute equally.
• and everyone feels they are having fun.

The change puzzle. Making change fun and exciting.

The change puzzle is a set of two colorful A1 charts that should form part of every change agent’s toolkit. It is based on systems thinking, organizational development and group dynamics principles. Each piece of the puzzle contains a different organizational development element. Together the puzzle provides a holistic picture of any organization. The first puzzle, entitled "the organization today," helps a group to take a ‘photograph’ of their existing organization. The second puzzle, entitled "the ideal organization of the future" helps the group to take a photograph of their ideal future organization. By comparing the two systems photographs, the core changes that need to be made emerge on their own.

How to use the change puzzles.

Divide your group into smaller subgroups consisting of 6-8 people per group. Give each subgroup their own change puzzle to stick onto a wall. Give each delegate his/her own water soluble pen.

The group crowds around the puzzle like darts players around a darts board. Each group member writes down his perceptions of the organization directly onto the puzzle, in whatever order he/she wants. The group can comment, but cannot prevent anyone from writing down anything.

What you can expect.

Within 30 – 40 minutes, and with a few giggles, a clear photograph of how the group sees your company will emerge – without conflict, debate or hurt. Send each group to read what other groups have written, and a common view of the current reality will emerge. Now get each group to work in the same way on the ideal future organization to build a common vision for change. Then once again get them to read one another’s charts and to summarize the five core changes they think the organization needs to focus on during the next few years. Watch in amazement as the same common themes emerge.

Price  R6900.00

Rated as 5 


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