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change with LEGO®SERIOUSPLAY®
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CHANGE CONTEXT

CHANGE CONTEXT

MEETING THE CHANGE CHALLENGE

Change context can mean different things. Mergers and acquisitions, IT systems implementation, corporate restructuring, business growth, going global, experiencing new ownership, shifting to agile mindset and scrum practice, and many other things are radical change. Facing the forth industrial revolution, we are facing the challenge every moment.

WHY CHOOSE LEGO®SERIOUSPLAY® TO MEET CHANGE

Change is a challenge, because it involves all stakeholders. When status-quo is disrupted, the system tries to balance it’s initial stability. Stir the water in the glass and see what happen. The more haphazard movement, the more the spill. But if you stop, it settle down soon. System – reacts. So the stakeholders do. Some welcome new ways, some of them are surprised, some afraid, some resist. Much have been written on overcoming resistance. Business models like one of Kotter and ADKAR were introduced and still very popular to implement. The problem is that change implementation still result in 10-20% success. Aiming at restructuring the system, fast implementation of these models run into problems. The majority of failures are connected with underestimating cultural change and humsan factor that any kind of change result in. Scientific management models still try to deal with “human factor” by rationality and models implementation. Strategic communication fails: culture eats strategy for breakfast.

What is the alternative? Do not serve strategy for breakfast! Ask the client – the stakeholders first. Do not be afraid that the client will ask for something that is not in the menu. One thing, clients are quite reasonable and do not make the mission impossible. And if they ask for something unusual, wont’ your restaurant benefit of changing the habitual track of the porridge?

HOW IT WORKS TO START WITH LEGO®SERIOUSPLAY®

Introduce the change by starting easy – through the play. Change takes time, it is marathon. Are you crazy to do it without training your body? To implement the change, you also need to have the skills developed. As your body should be ready for the marathon, the culture and people should be ready to accomplish the mission.

Do not try to convince the stakeholders by words. People do not believe words and promises, They believe in what you do. If what you do is in future, offer to play with it first. Put the stakeholders together. Ask, how do they feel. How they imagine the future. Then play the business challenges through. At the same time, you will build the team and communication  through the play. More important, agree about values: this is about the culture.  What we do and what we do not do, whatever change.

You will hear all the voices though the play and get to know, what you have forgot or do not know. It is safe for anyone: it is about models, and this is a play. Moreover, release the people emotions, like fear and uncertainty about change. Because it is a FUN play. Then change at work starts to be FUN.