Step 1 (5 mins.) – Workshop Introduction – Open the workshop, thank those in attendance and share a definition of “resilience.”
Step 2 (10 mins.) – Principles of Individual Change #1 - At this point you will want to begin the conversation on how change affects each individual in your team. Discuss gains and losses, being emotional, and different perspectives due to life experiences. We recommend that you take a look at and introduce the change curve adapted from William Bridges’ Personal Transitions (see image) during this segment of the workshop.
This model takes a look at three stages – Endings / Transitions / Beginnings – and what individuals go through internally/emotionally during a period of change. Relate the change curve to a current change taking place in the organisation. Ask people to discuss where they see themselves on this curve.
Step 3 (10 mins.) – Principles of Individual Change #2 – Introduce David Rock’s SCARF analogy that discusses how change is a threat to our Status, Certainty, Autonomy, Relatedness and Fairness. Ask those in attendance to rate the order of importance of these elements. This exercise helps you and your team understand what is important to each person – what steps can be taken to help minimise the threat people experience during change.Here’s a couple of examples of how this exercise benefits your team. An individual who rates “Certainty” high will benefit from open lines of communication and consistent streams of information during change. Someone who chooses “Relatedness” will benefit from keeping social connections to colleagues who may be moved/restructured into new teams during an organisational change.
Step 4 (5 mins.) – Building Resilience Day In and Day Out – Introduce the list of “10 Ways to Build Resiliency” which you can find on the WiserChange blog.
Step 5 (20 mins.) – Building Resilience Practices – Using the “10 Ways to Build Resiliency” list from American Psychological Association – open a discussion on how these steps can be put into practice. Have your team members choose two or three of these steps and then provide examples on how they can utilise them to build resilience during change.
Step 6 (5-10 mins) – Q and A - Take this time to reflect upon a memorable or significant experience with change either personally or professionally. Use the following questions as a guide. Document responses and partner up to discuss.
- How do you remember feeling during the beginning, the middle and the end of this transition period?
- What are some of the strategies that you used to help you through this transition period?
- How effective were you at managing through this transition?
- What hidden opportunities or possibilities did you find in the change?
- What did you learn about yourself that you could apply to the next change you need to make?
Step 7 (5-10 mins) – Q and A – Document responses to the following questions in relation to the current change situation at your organisation and then partner up to discuss.
- What is changing for me in light of the current/impending organisational change?
- What aspects of my job am I losing? What do I need to let go of? How am I feeling about this?
- What key aspects of my job do I need to continue with – what short-range objectives can I set to restore a sense of achievement?
- List 10 opportunities that can I see in the change? (Think broadly – what would you like to see happening?)
- Capture 15-20 different things that I could do in my present situation?
- What action can I take today to help me manage myself in this change?
Step 8 – (5 min.) – Group Reflection and Discussion - Debrief in the larger group about insights/learning’s to above questions.
Step 9 (5 min.) – Wrap-Up - Summarise key points and ask individuals to share an insight/take out that they can apply back in the workplace to remain cool, calm and collected during this time of change.