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The aim
of the first one of the change managment games is, to keep a
ball up for hundred counts.
1. Ask the trainees to stand together in a tightly knit group.
2. Pass them a throw ball.
3. Tell the group that it is expected to throw the ball in the air
and keep it up for a 100 counts to win the game. If the ball is
allowed to drop on the ground before reaching the count of
hundred, then the training game should be started anew
beginning the count from 1.
4. Once the group has succeeded (usually in fifteen
minutes)debrief the first of the change management games.
5. The first step in the debrief is for them to understand that
change is inevitable. If outward conditions do not motivate
them to change already, change will visit them any way. (You
threw the ball at them and expected them to follow your
instructions. So you announced the change and the group had
to cope with it.)
5. Bring to the notice of the group the strategies they used to
succeed in the first of the change management games discovery of a few experts who are able to control the ball and
keep it in the air; as soon as the ball strays, the group directs
it back to the experts; discovery of some experts who are also
leaders and who bounce the ball towards as many of the group
as possible so that they will also be involved.
6. Draw further parallels with the process of change
management as listed above.
7. Materials you will need: A volley ball or a throw ball, or a
good sized ball.
8. You'll need to be in a high ceilinged room in about 500 sq.
ft. of space, if you are playing indoors. I prefer to play this
training game outdoors.
9. Caution the participants not to throw the ball too high as it
could hurt somebody's fingers or face as it falls down.
Change Management Games: 2. Group Juggling
1. You'll need: three small basket balls per group, and five to
six people per group
2. Demonstrate this training game with one group. Once you
have shown them how to play it then the other groups can
start playing.
3. Instructions for playing the second of the change
management games:
Duration: 5 minutes
Number of participants: unlimited
Materials required: none
Description/Process: For practitioners facing a large class and not a lot of
time, this exercise really gets the point of change across. After the introduction
of the change subject, ask the audience to cross their arms. My operational
definition of crossed is folding their arms together, as if they were bored or
waiting for something. Once they have completed this task, ask them to fold
their arms the other way, reversed of what they just performed. I guarantee
that 90 percent of the class will struggle with it.
Discussion Questions
How did it feel when you were asked to cross your arms the other way?
Did it come naturally or did you have to stop and think about it?
Were you comfortable with doing this differently from your normal process?
What are some things that make people resistant to change?
What can you do to make it easier for people in your organization to accept
the changes associated with Lean and Six Sigma?
What kind of support is necessary to maintain the changes associated with
Lean and Six Sigma?
Facilitator Notes
When people cross their arms, they do so naturally, without even thinking
about it. When they are asked to fold them the other way they, for the most
part, stop, refold their arms again and then try to figure out which arm was on
top, which arm moves first and so on. Try this yourself and see. Encourage
participants to consider and share their own personal emotions related to
making changes.