Activity: The Change Debrief
Hello!
Long time, no write. This last month has been a little hectic for me - as I'm sure most of yours have been. Spring tends to be that way. Upon returning from Jamaica I was hoping to be able to just pick up where I left off but I don't think, now that I look back at the last month, that was entirely possible. Along with massive changes at the camp that I work at and it being the month where everything ramps up (summer is, after all, coming), a completely unexpected incidents, and a significant death in my family - I decided I just needed to step away from [ Instigate Change ].
But I'm back with great hopes and plans to be consistent. That's how it all has to start, right? Set realistic goals. Don't win the war - just win the first battle that you have. Worry about the rest after that battle is won. That's what my university rugby coach drilled into our heads. Win the moment - don't try and win the whole game. This last month - I've been reminding myself of that advice often. If I tried to come out on top of everything at one time - I probably would be drowning in a hole 10 feet deep with no way out. Instead - I have tried to combat each day and the work that it contains. Fortunately - more days were more successful than fewer and I'm looking at May coming down the chute with my head above water. Which is more than I had sometimes thought would happen.
Enough about me - let's get on with an activity! That is why you hang around, right?
In light of all of the changes that have been going on with me - I'll keep with the theme. I'm going to leave you with an INVALUABLE debrief activity by Michelle Cummings. It's probably my favourite of all metaphoric debriefing tools.
A quick note on "Metaphoric Processing Tools" - these are debrief/processing tools that use objects to help participants process their experience. The objects serve to create a way for participants to project their feelings/experiences so that it is easier to talk through and relate. They give participants a way to work through experiences that might not have been an option otherwise.
The Change Debrief
Objects in the bag: ice cubes, carrots, rock, egg, and coffee bean
Here is a truly unique tool to help organizations and individuals deal with Change. Set these parts out in front of your group and ask them to describe their actions when put in a 'hot water' situation. Frontloading the metaphors that accompany each part is important to the level of depth participants will share.
Egg: • In 'hot water' situations are you like an Egg?
• Do you look the same on the outside but turn hard on the inside?
• How easy is it for you to put your ‘game face’ on when talking to teammates about a decision you are not in favor of, but on the inside you are quite unhappy with the decision?
• If an egg is left in boiling water too long it will crack or explode.
Carrot: • What happens to a carrot when placed in boiling water?
• A carrot will turn soft and change itself dramatically as an effect of the hot water. Do you turn to mush and do whatever the 'hot water' wants you to do when faced with a change?
Coffee Bean: • Are you like the Coffee Bean, do you change the 'hot water' situation?
• Do you get ‘energized’ about new changes or try to influence how the changes get implemented?
Ice Cube: • How are you like the Ice Cube? Do you try to ‘diffuse’ the hot water situation? Are you a small ice cube that attempts to ‘cool’ things down and then become overwhelmed with the situation and melt back into it? Or are you a large ice cube that really affects the hot water situation and sticks with it to diffuse it.
Rock: • When a Rock is placed in a pot of boiling water it will sink to the bottom and not change. What do you do with the ‘Rocks’ in your team—those that refuse to change while the change is happening around them?
• How does this change style encourage conflict within a team?
Often times, individuals will go through each 'stage' in a changing environment. Use the parts as a 'timeline' to describe their journey through the change.
Debriefing Questions:
• What do you think is your typical change stage you begin with when faced with a new change?
• Does this stage encourage or prevent a conflict with others?
• How do you approach others who have different perspectives and opinions about the change?
• Describe the positive aspects of knowing what change stage each individual is in.
Suggestion: If you are trying to encourage everyone to be like the coffee bean and be energized about the new changes, you could send everyone home with a bag of coffee beans encouraging them to be energetic change agents.
I'll explain later this week how I've used it in the past and even some additions I've made. As you can imagine - you can use real objects when you're debriefing (being very timely if you're using real ice cubes) or by using pictures, or by purchasing them through Training Wheels (Michelle Cumming's company website).
Long time, no write. This last month has been a little hectic for me - as I'm sure most of yours have been. Spring tends to be that way. Upon returning from Jamaica I was hoping to be able to just pick up where I left off but I don't think, now that I look back at the last month, that was entirely possible. Along with massive changes at the camp that I work at and it being the month where everything ramps up (summer is, after all, coming), a completely unexpected incidents, and a significant death in my family - I decided I just needed to step away from [ Instigate Change ].
But I'm back with great hopes and plans to be consistent. That's how it all has to start, right? Set realistic goals. Don't win the war - just win the first battle that you have. Worry about the rest after that battle is won. That's what my university rugby coach drilled into our heads. Win the moment - don't try and win the whole game. This last month - I've been reminding myself of that advice often. If I tried to come out on top of everything at one time - I probably would be drowning in a hole 10 feet deep with no way out. Instead - I have tried to combat each day and the work that it contains. Fortunately - more days were more successful than fewer and I'm looking at May coming down the chute with my head above water. Which is more than I had sometimes thought would happen.
Enough about me - let's get on with an activity! That is why you hang around, right?
In light of all of the changes that have been going on with me - I'll keep with the theme. I'm going to leave you with an INVALUABLE debrief activity by Michelle Cummings. It's probably my favourite of all metaphoric debriefing tools.
A quick note on "Metaphoric Processing Tools" - these are debrief/processing tools that use objects to help participants process their experience. The objects serve to create a way for participants to project their feelings/experiences so that it is easier to talk through and relate. They give participants a way to work through experiences that might not have been an option otherwise.
The Change Debrief
Objects in the bag: ice cubes, carrots, rock, egg, and coffee bean
Here is a truly unique tool to help organizations and individuals deal with Change. Set these parts out in front of your group and ask them to describe their actions when put in a 'hot water' situation. Frontloading the metaphors that accompany each part is important to the level of depth participants will share.
Egg: • In 'hot water' situations are you like an Egg?
• Do you look the same on the outside but turn hard on the inside?
• How easy is it for you to put your ‘game face’ on when talking to teammates about a decision you are not in favor of, but on the inside you are quite unhappy with the decision?
• If an egg is left in boiling water too long it will crack or explode.
Carrot: • What happens to a carrot when placed in boiling water?
• A carrot will turn soft and change itself dramatically as an effect of the hot water. Do you turn to mush and do whatever the 'hot water' wants you to do when faced with a change?
Coffee Bean: • Are you like the Coffee Bean, do you change the 'hot water' situation?
• Do you get ‘energized’ about new changes or try to influence how the changes get implemented?
Ice Cube: • How are you like the Ice Cube? Do you try to ‘diffuse’ the hot water situation? Are you a small ice cube that attempts to ‘cool’ things down and then become overwhelmed with the situation and melt back into it? Or are you a large ice cube that really affects the hot water situation and sticks with it to diffuse it.
Rock: • When a Rock is placed in a pot of boiling water it will sink to the bottom and not change. What do you do with the ‘Rocks’ in your team—those that refuse to change while the change is happening around them?
• How does this change style encourage conflict within a team?
Often times, individuals will go through each 'stage' in a changing environment. Use the parts as a 'timeline' to describe their journey through the change.
Debriefing Questions:
• What do you think is your typical change stage you begin with when faced with a new change?
• Does this stage encourage or prevent a conflict with others?
• How do you approach others who have different perspectives and opinions about the change?
• Describe the positive aspects of knowing what change stage each individual is in.
Suggestion: If you are trying to encourage everyone to be like the coffee bean and be energized about the new changes, you could send everyone home with a bag of coffee beans encouraging them to be energetic change agents.
I'll explain later this week how I've used it in the past and even some additions I've made. As you can imagine - you can use real objects when you're debriefing (being very timely if you're using real ice cubes) or by using pictures, or by purchasing them through Training Wheels (Michelle Cumming's company website).
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