Change Management Approach

This topic contains 11 replies, has 7 voices, and was last updated by Avatar Alan McShane 5 years, 8 months ago.

  • Author
    Posts
  • #1934
    Avatar Wiro Kuipers 
    Participant

    You might use some principles of appreciative inquiry (discover & dream phase), related to Per’s suggestion. Instead of a taboo or a myth, you could focus on the positive side: what makes the new situation tick? What do you think is the best part of it? And what could we do to make more of that? Working appreciative might prevent the session ending up in a negative “everything’s already been decided” mood.

    #1939
    Avatar Alan McShane 
    Participant

    To close this one out …. In the end – for all the reasons above – I avoided the change decision and the process already underway and instead looked at desired and undesired behavior when faced with difficult challenges and how this influences the team. I did dodge the “change” bullet of course but there were some very nice reflections in the end on how just being negative was not going to solve anything and we ended up in a “proactive” frame of mind …

    Thanks to you all ..

Viewing 2 posts - 11 through 12 (of 12 total)

You must be logged in to reply to this topic.

Send a question

We are a group of volunteers and may not respond right away. But soon! :-)

Sending

©2009-2019 SeriousPlayPro.com. SeriousPlayPro.com links professional facilitators using LEGO® SERIOUS PLAY® methodology. It is not affiliated with LEGO. Check LEGO SERIOUS PLAY open source for details or get in touch with us.

See also our Privacy Policy and Frequently Asked Questions about LEGO SERIOUS PLAY

Log in with your credentials

or    

Forgot your details?

Create Account