Navigating Change workshops

We have been running a unique one-day workshop for a Legal Services client where the majority of participants are lawyers. We have been using the latest neuroscience and psychology along with proven tools and techniques to allow participants to master the ‘head, heart and hands’ elements of change.

The workshop is designed to help participants to:

  • Be familiar with the brain’s key processes, strengths and limitations relating to change
  • Know how we typically react to externally driven changes
  • Understand how to take control of the brain to make externally driven change a more positive experience
  • Know how to use the brain to habituate self-directed change
  • Learn to use a range of tools to support successful change
  • Know how best to support others in times of change

To date over 150 participants have attended the sessions and their evaluations give a Net Promoter Score of 99% i.e. 99% would recommend attending the session to a colleague.

The workshop is a blend of input, group discussion, exercises and personal reflection that allows participants to create their own learning and action points. Participants are invited to define their own context for the workshop i.e. to consider personal, vocational, previous or planned changes as they wish which helps to make the material more personal, relevant and meaningful. The workshop is very interactive and engaging.

This is a small sample of the feedback:

  • Useful insight for all areas of ‘change’ both personal and professional
  • Definitely will strongly encourage other members of my team to attend
  • Very interesting approach to what is often such a negative concept i.e. change
  • Very enjoyable and accessible session
  • A nicely focused session with some very interesting content
  • Interesting and practical
  • Has made me less fearful and given me practical strategies
  • Brilliant, made subject matter engaging and enjoyable
  • Was unsure how ‘cringe worthy’ this would be but a really pleasant surprise and a good day
  • Course was very intelligently presented
  • Very informative and useful, allows me to look at change in a different light
  • An interesting and helpful day. Learned quite a lot. Strategies suggested to manage change were useful
  • Some very useful ideas, with useful follow up reading.
  • Excellent, well worth the day out of work!
  • Very interesting, enjoyable, inspiring course

If you would like to know more about this unique, innovative and practical workshop please contact us

Speaking dates

Speaking season seems to be upon us again and there are a number of upcoming events where we will be speaking or running workshops. These include:

• The NeuroBusiness 2015 Conference Wednesday, June 2015 at The Renold Building, Manchester University where we will deliver a sessin on ‘How the brain informs the design and delivery of change plans’

• The Knowledge and Innovation Network (KIN) Summer 2015 Members’ Workshop in Streatley on Thames where we will be discussing ‘The Neuroscience of how the brain works and what this means for how we create, store & retrieve ‘knowledge’

• The CIPD Science of Human Behaviour at Work Conference in September where we will run an all-day workshop on Day 2 (23rd) on Using neuroscience and psychology to build better leaders

As well as these public sessions we are also doing a number of similar engagements at organisations’ internal conferences (management, human resources). If you would be interested in us speaking at your event, or, as we prefer to do, running a workshop, then please get in touch.

A small helping of imposter syndrome for my executive team please!

The thing that is important is to try to distinguish one’s own insecurities from real weaknesses. Insecurities have the habit of becoming realities if left unchecked.

Recently, when watching the senior director of a global organisation deliver some of the worst presentations I have ever witnessed, it was interesting to observe that the  large audience of in-house senior managers were held captive and hanging off his every word (or at least doing an excellent job of appearing to do so). This phenomenon also appears to be true for some celebrities who reach a certain level of fame; it doesn’t seem to matter how good they are anymore, they are forever carried along on the tidal wave of success from their past glories. This is doubtless great for the individual but far less so for the organisation and those around them. I am sure that the director is highly competent in many other aspects of his role but it would seem key to the all round success of anyone performing at a high level, to be able to get up in front of large groups and communicate important information or to be able to motivate and rally a call to action in the people they have connections to.

Another thought that popped into my mind was of people in business being like horses. . . . . . bear with me now. . . . . Do horses think we all drive at 10 miles an hour? Well, that is all they get to witness as we slow down to overtake them. They don’t observe that when we are at a safe distance we begin to speed up. Was the director akin to the horse? If he received no contrary view of his performance how would he know that his presentation skills were not up to scratch?

So what is the moral of the story? If you don’t think you have a bit of imposter syndrome or its elements stalking you to some degree, let that be the call to action to ensure you get solid, constructive feedback from those around you to ensure you keep the Peter Principle at bay, at least until your next promotion!