GROW THE LEADER

Facilitator Manual

MODULE 4
Surrender to Change
Mastering High-Velocity Change

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Surrender to Change

Pre-Session Preparation
1. Prepare the following flip charts:
Surrender to Change

MODULE 4 CONTENT
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!
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How to see change as a huge opportunity

How to transcend fear of change
Tools for through releasing outdated beliefs
Actions to more effectively deal with resistance to change

RECOGNIZING THE UPSIDE OF CHANGE AND THE FEARS OF CHANGE FOR YOU
Write these up on three separate flip charts so the participants will focus on one at a time.
!
!
!

What does excellence to look like to you?

What is good about all the changes you are experiencing?
What are you afraid of in change?

2. Make sure that there are three to four flip chart pads or stands around the room for the
small group tasks.
3. Ensure that there are two markers for each flip chart pad (test them to insure they are not
dry).
4. Have a roll of masking tape to post flip charts.
5. Have name cards or badges for each participant.
6. Have the appropriate number of Participant Manuals.
7. Check that you have the right DVD for this session and that the monitor working order.

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Surrender to Change

Session Timeline

! Review of the application from the previous session

3 minutes

! Read: Change is Possibility, Progress and Evolution

2 minutes

! List the current challenging changes in your organization

15 minutes

! Watch and debrief the DVD of Ritual 4

35 minutes

! Fears Exercise

45 minutes

! Break

15 minutes

! Practice handling Resistance to Change

60 minutes

! Explanation of the Practice structure

! Three rounds of practice (3 X 15 min)
! Debrief in the large group

5 minutes
45 minutes
10 minutes

! Commitments to Action and wrap-up

5 minutes

Total Time

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180 minutes

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Surrender to Change

Review of the Action Commitments from the Previous Session

Personal Action Items
TM

The success of Grow The Leader is directly tired to its use both in your personal lives as well
as back on the job. What was your follow-through on your Action commitments and what impact
did you feel it had on your work and home life.
Level of Management Support
You were told that your boss would ask you how you have benefited from Module 3.
With a show of hands, how many of you were approached by your bosses to support and
reinforce the Action Commitments you made. Count the number of hands that went up; this is
important data for the Steering Council.
Now ask
criteria:
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people to raise one hand with either one, three or five fingers up with the following
one signifies a low level of management support (e.g. a passing comment)
three signifies medium level of management support (e.g. a short conversation)
five signifies excellent level of management support (e.g. sincere interest and
exploration)

Also report on the level of management support to the Steering Council.

Review the Ground Rules from the previous session and ask if they were helpful and if they
need any revisions or additions. Ask what participants can do to bring them to life even more in
this module.

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Surrender to Change

Participants Do the Following Exercise

CURRENT CHALLENGING CHANGES AT YOUR ORGANIZATION

We will start this session by getting you to think about the changes that your organization is going
through and the impact these are having on you. First think about specific change initiative that
impact you in your department or team. Answer the following questions individually in your
Manual.
3 Minutes
!

From your perspective, what are the important changes you are being asked to step up
to and lead?

What about these changes do you find exciting?

What about these changes do you find challenging?

Get together with people in the room who you work closely with so you can relate to the
challenges you write down. There may need to be some groups where some people may not fit in
perfectly. There should be a minimum of three people in a group and a maximum of seven in any
group.
In these groups, discuss what each person wrote down and record common themes and
challenges on a flip chart. Each group needs to have a spokesperson to read out their lists.
10 Minutes
After all the groups have shared their outputs ask:
By looking at all the flipcharts, what seems to be true about change in your organization?
2 Minutes

15 Minutes - Total

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Surrender to Change

Show the Ritual 4 DVD

The DVD and Discussion
Set the context:
Youll now have an opportunity to see Robin Sharma talk about the importance of Surrender to
TM
Change in your organization. While the DVD is playing, jot down any information that you
believe will help you embrace change.
Debrief the DVD:
!

Now share your top three to five highlights from the DVD in small groups of four to five
people. Record the highlights and common themes on a flip chart - the value
surrendering to change. Have some examples to bring what youve recorded to life.

Have them select a spokesperson to read their list to the large group.
35 Minutes

Participants Do the Following Exercise

RECOGNIZING THE UPSIDE AND FEARS OF CHANGE FOR YOU
Pair up with one individual. Look to work with someone who you have not spent much time with
so far. (There might have to be one trio because of the numbers. That group will have to do their
own timekeeping and move quicker through the exercises.)
Now that you are in pairs, choose an A and a B. Person A will begin and ask this question over
and over and NOT make any comments. Each time person B responds, ask the question again
so that they will go deeper into understanding the upsides and their fears of change. These
insights help us deal with change better because the unconscious too often sabotages our best
efforts. Bring them into our awareness gives us better choices.
!

Question 1: What is good about all the changes you are experiencing?

After approximately 3 minutes, when most pairs have gone as far as they can, give 2
minutes for Person B to record their insights. Then switch and have Person B ask the
same question to Person A for approximately 3 minutes. Then allow 2 minutes for
Person A to record their insights.

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Surrender to Change
10 minutes
!

Question 2: What are you afraid of in change? (Be honest)

Then ask Person B to ask the same question to person A.

10 minutes

Now in groups of four or five, discuss the following questions and have a spokesperson
present a summary:
!

What role does fear play in limiting your life and preventing progress?

What are your three biggest fears limiting you in your career (e.g. fear of
failure, fear of rejection, fear of looking different, fear of not being good
enough)?

What opportunity does change represent?

20 minutes (15 minutes for the exercise and 5 minutes for the spokesperson)
Debrief in the large group:
5 minutes
Who would like to share what insights they have gained from the exercise?
Ask people to record their overall personal insights in their Manual.
45 Minutes

Break 15 Minutes

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Surrender to Change

Practice Handling Resistance to Change

Divide participants into groups of three where each person can talk about and address a change
challenge that they are currently facing.
Ensure that they select a challenging and real life situation that they currently have to deal with in
implementing a change in your organization. Have them fill in the worksheet Practice Handling
Resistance to Change prior to getting into their trio. Remind them to look at their own reactions
and what this brings you up for them.
EXPLAIN:
In groups of three, you will each have an opportunity to Practice and get feedback on how you
handle resistance to change. Incorporate any ideas you gained from the session so far. The
focus of the Practice will be on learning to change your approach versus changing another
person. You cannot make anyone else change, but you can change the way you deal with them.
There are three phases to the Practice which add up to 15 minutes and there will be three rounds
for a total of 45 minutes.
Phase 1:
Set-up where you explain the content/context of the challenge as well as the behavior that
you find challenging. In this way, your Practice Partner can effectively role play
3 minutes
Phase 2:
The actual Practice where you interact with your colleague who is behaving as the person
you described might react back on the job. Get into a dialogue for 4 to 5 minutes with that
person. Save the discussion on how to handle that person for the feedback phase.
5 minutes
Phase 3:
The observer provides constructive feedback and the three people talk about what was
effective in the way the person practicing handled the resistance as well as alternative ways
that the person might change in their approach. Look for ways they could be more effective
and engage the other person (e.g. surfacing and acknowledging the other persons fears,
concerns, hopes etc. through this change).
7 minutes

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Surrender to Change

Large group Debrief:

Lets hear from each of the trios;
! What did you learn about yourself in the way you deal with resistance to
change?
! What will you do differently back on the job to be more effective in dealing
with change?
10 minutes

Summarize into a Commitment to Action and Wrap-up

Remind participants to summarize the actions that they will take at a personal level as well as at a
team/department/or organization to bring this Ritual alive: their boss will likely ask them about
these commitments.
What insights/learning did you get from todays module?
Record a few of these on a flip chart.

5 Minutes
Remind participants to bring their Compelling Cause Statement that they created in
TM
Module 1; they will need to refer to it in the next Ritual Focus on the Worthy .

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