Change Management Through Improvisation

1-day and 2-day Trainings; Trainings up to 2 weeks can also be arranged.

Rehearsal for Change

General Considerations

Workplace change occurs in:

1. personnel
2. procedures and reward systems
3. organizational structure
4. physical environment

The work system itself, not just its individual members, is stressed by change.

Fear of Anticipated Losses arising from impending change include:

1. comfort (we all become used to routines)
2. insecurity (fear of losing control and of being changed)
3. mastery (fear of operating in a changed reward system)
4. supportive relationships

These fears lead to resistance to change. An important negative consequence of being afraid is the reduced range of options available to the fearful person. This limitation, in turn, results in less adaptive, habitual behavior accompanied by a heightened sense of vulnerability.

Yet when not overly fearful, people can respond adaptively to change. Once people have committed to making a change, they are better able to deal realistically and adaptively.

A key attitudinal objective of change management is removing obstacles that arise when people face making a commitment to change.

When people are given effective training in accessing and using their existing resources (personal, social, instrumental and environmental), they make changes more easily and effectively.

A key behavioral objective of change management is increasing skill first in identifying and then utilizing these resources.

Contribution of Rehearsal for Change toward change management

Rehearsal for Change uses a discovery-based learning method centering around brief, action exercises that require no prior experience or skills and which are presented along with discussion and didactic segments. Unlike realistic simulations, which evoke familiar behavior, Rehearsal for Change role playing often creates unrealistic scenarios precisely in order to encourage non-habitual responses. By experimenting with new behavior, participants expand their behavioral repertoire which in turn, allows them to explore new solutions — solutions that are often preferable to existing ones and which may be necessary in a changed environment. As a result, peopled trained by Rehearsal for Change acquire confidence in their expanded ability to try new ways of responding to unfamiliar circumstances. Rehearsal for Change draws on a pool of over two hundred tested exercises and countless variations.

This training program uses brief lecture and discussion, experiential demonstrations, and directed group processes to impart information regarding:

1. Dynamics and process of personal and organizational change
2. Principles of managing the change process
3. Techniques for facilitating change
4. Anticipating and handling employee reactions to change
5. Developing continuous quality improvement for managing continual change

The action exercises of Rehearsal for Change training teaches participants to:

1. Respond flexibly and adaptively to change, particularly when unexpected.
2. Think “on their feet” and trust spontaneity.
3. Practice non-habitual behaviors for greater effectiveness.
4. Handle failure with lessened fear.

Training programs ranging from one day to two weeks can be tailored to organizational needs.