PURPOSE
Equip leaders to create ownership, commitment and engagement rather than simply communicating the change agenda.
Primary Outcome : Leaders build ownership, commitment and engagement through consistent action.
Duration : Two Days
DAY 01
Understanding the Human System
09:00–10:30
The Change Experience
Exercise : Walk in Their Shoes
​
Map the transformation from the perspective of a senior executive, middle manager and front-line employee. What do they know, not know, worry about and potentially lose?
10:45–12:30
Mapping Resistance
Exercise : Resistance Is Data
​
Categorise resistance as lack of understanding, capability, capacity, trust, genuine disagreement or fear of loss. Different forms require different leadership responses.
13:30–15:00
Communicating the Transformation
Exercise : The No-Slides Test
​
Each leader has five minutes to explain why the organisation is changing without slides, jargon or a script. Colleagues play employees and provide feedback.
15:15–17:00
Difficult Conversations
Role play : “This is just another senior management initiative. It will be gone in six months.” Leaders practise responding without defensiveness, corporate spin or false reassurance.
DAY 02
Creating ownership
09:00–10:30
The Role of the Middle
Exercise : Middle Manager Design Lab
Identify what middle managers must understand, believe, do and stop doing. Design how they will be involved.
10:45–12:30
Engagement Architecture
Map who needs to be informed, consulted, involved in co-creation and expected to lead.
Output : A Transformation Engagement Strategy.
13:30–15:00
Leading Through Uncertainty
Simulation using incomplete and changing information. Leaders practise communicating honestly when they do not yet have all the answers.
15:15–17:00
Personal Change Leadership
Each leader develops a Personal Change Leadership Plan.
