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Change Pro Simulation

We’ve all seen excellent projects and initiatives fail because the change agents didn’t succeed in managing the process effectively. In a world where change is more and more present and demanding, leading and implementing change is a key capability for every company. The Change Pro Simulation is designed to illustrate the importance of managing the change process.

An effective tool in helping organizations develop a capability in change management, the Change Pro Simulation helps managers to:

  • Open up for learning. Most managers think that because they have been dealing with change over the years, they’re experts at it, but that’s not usually the case.
  • Reflect on their experiences with change. Managers learn from being exposed to new concepts, but they also learn a great deal from reflecting on their own experiences.
  • Discuss their experiences with peers in a more effective way.
  • Build better teams. Team performance is challenged by the often considerable individual differences among team members. These differences can be a derailing factor. But they also can be a great asset if the team learns to bridge and – even better – leverage them.

 Part Art, Part Science

When activities require actors to adapt or innovate, people are more likely to produce the desired behavior if they choose to do so. Help them want to make that choice.

  • Build an organization’s capability to manage change
  • Support any problem solving initiative
  • Increase the alignment of a project team or management team

How the Simulation Works

Sent by Group Head Office into a successful division, the participants’ task is to support the implementation of the group’s latest corporate initiative in 120 days or less. They must convince as many of the 24 top managers as possible to adopt the initiative and agree to support its implementation within the division. Like in real life, these managers each have a different attitude toward the project.

The mission is challenging. Participants have no hierarchical power over the top management team and will have to rely on their soft skills and 25 tactics provided to succeed. These tactics are modeled after resources available in a typical organization.

The simulation provides a credible test environment and shared context in which to explore new change strategies. Along the way, participants are exposed to several key learning sources and points.

Key Learning Sources

  • Fellow group members, who probably hold different theories on change
  • Feedback from the virtual organization
  • Debriefing of the experience within each team
  • Discussion and comparison of the groups’ experiences across teams
  • Instructor’s contribution, inputs and insights

Key Learning Points

  • The four stages of adoption: Awareness, Interest, Evaluation and Adoption
  • Stakeholder analysis and constitution of a guiding coalition
  • The importance of understanding and using formal and informal networks to influence
  • How to “make the case for change” early on
  • The necessity of using a mix of tactics (targeting individuals, small or large group)
  • Timing—the importance of doing the right things at the right time
  • How to develop and maintain the momentum of a project
  • The importance of communication—what, when and through which media

Change isn’t easy. But it doesn’t have to be hard. With the right knowledge and experience, leaders can take their organizations beyond technical competency, to being able to effectively and efficiently manage change. The Change Pro Simulation can show you the way.

If you’re interested in learning more about this simulation, please contact us.

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