We know that people take year end decision to keep themselves fit and even go a step ahead by paying their gym fees. We all know what happens after that J. Hardly any of us make it to the gym. Even if people start going for gym or start with some type of exercising, do they sustain? Same applies to the workplace where our team struggle to change and to sustain it. Do you know what studies suggest? Studies suggest that only one in seven people can make the leap towards the change. Even if their very own life is involved, people could not make that change.

We are all learning but we are not developing. Technical (learning) and being adaptive (developing) are two different things. Dieting is a technical solution which cannot be sustained for a longer time as we will start craving for tastier desserts and fried foods. Leading a healthier life is an adaptive solution.

So, how to go about bringing a change which is adaptive?

If common people could not make the changes they were supposed to, how can we expect leaders from any kind of organisation to change and support the change needed? We need a way to understand what prevents and what enables our very own change.

Just like the patients, what today’s leaders and their followers face, is not the problem of “will”. The problem is the inability to close the gap between what we passionately “want” and what we are “able” to do. The common learning problem of people is “How to close this gap?” Every organisation invests huge sum of money every single year, in response to the increasing challenges and opportunities in the market, for improving their people’s capabilities. But, end of the day “Bob is Bob and Rob is Rob”.

Science says that people’s ability to learn freezes as they reach adolescence. When people reach the age of 35, they are who they are. Change, why is it so hard? How leaders should bring the change in themselves and for everyone in the Organization, collectively? Let's find out from the short session on Change.

This is a study from the famous book Immunity to Change by Robert Kegan and Lisa Lahey

Also topics from the book Mastering Leadership by Robert J.Anderson and William A.Adams

 
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Outline/Structure of the Workshop

  • Introduction to Change
  • The need for Change
  • Complexity of Human mind
  • Trajectory of Adult Development
    • Structure of Mind
    • Internal Operating System
    • Plateaus in Adult Development
  • Developing an Immunity X-Ray
  • Testing Assumptions & Validating Simulations

Learning Outcome

Participants of this workshop will take away the below,

  • Understanding the necessity for change
  • How Change plays a major role in Development?
  • What are the Plateaus in Adult Development?
  • How to identify the immunity to Change?
  • How to identify the collective immunity of Team and Organization?
  • How to identify and validate assumptions that stops change?
  • How to overcome the assumptions by running tests and simulations?
  • How can I sustain such change?

Target Audience

Leaders, People who aspire change, People who wants to change and couldn't

Prerequisites for Attendees

None

schedule Submitted 4 months ago

Public Feedback

comment Suggest improvements to the Speaker
  • Tathagat Varma
    By Tathagat Varma  ~  4 months ago
    reply Reply

    Thanks for your proposal Vivek. We might not be able to fit a 90min workshop. Would you be able to focus on some very specific aspects in a 30min session?