“A lot of shared practical experiences – by Jason and through given time for group discussion and cool group exercises helped me to understand the Lean Change Management cycle of – Insights – Options – Experiments. +1 for Lean Change – the workshop inspired me!” – Sebastian Radics
Last week marked the first two Lean Change Agent workshops in Munich, Germany. I think I received more feedback in those 4 days than I have in every course and workshop I’ve ever done! First, I’d like to extend an enormous thank you to Torsten Scheller for making this happen! Torsten challenged me with trying a new facilitation style and came up with the idea of using the Lean Change Management model on the course itself!
During each content block, which was typically an hour, I asked participants for feedback. I had them write down a number from 1 to 10 on a sticky note and then an optional comment. Everyone wrote comments, which was nice! Then I aggregated the scores and posted them on the wall:
Yikes, it was a slow start! Fortunately, the Insights generated during the feedback round helped me improve the next block of content. Before starting the next block, I echoed back the groups’ feedback and asked what I could do to improve the next round. Over 2 days, here’s the summary of the scores, feedback and the sentiment I gleamed from the discussion about the feedback:
Block 1: Understanding Change
Feedback Summary: Good opening exercise, group work could have been done better, not much new insight, good opening exercise
Feedback Sentiment: Meh.
Block 2: Why Lean Change Management
Feedback Summary: motivation is clear, more group work please, hard to follow in english, need more explicit conclusion
Feedback Sentiment: Meh, I get it already, let’s get moving!
Block 3: Lean Startup and Lean Change Management
Feedback Summary: I know the Lean Change cycle now, group work kept my brain activated, good combining your ideas with my experience, stories were helpful
Feedback Sentiment: Cool! I get it now!
Block 4: Change Models
Feedback Summary: nice overview and examples, models and examples were helpful, very good interaction [with us], I was tired after lunch! I loved the tools and models!
Feedback Sentiment: Sweet! We’re moving along nicely now…still need to see how all this fits together.
Block 5: Tools and Canvases
Feedback Summary: culture hacks are brilliant!; nice ideas!; 9 out of 10 – there’s always room for improvement; very helpful – lots to think about
Feedback Sentiment: Awesome! Lots of practical things I can do!
Block 6: Experiments
Feedback Summary: practical experience and insights; fun to do “practical” work; input was too fuzzy but it was good to build a canvas
Feedback Sentiment: brain is getting overloaded, we’re a bit tired but we’ll make it through!
Block 7: People
Feedback Summary: good information and deep insights; I see how everything fits together now; good theory and examples
Feedback Sentiment: aha! it IS always about the people.
I’m glad Torsten suggested using the model on the course itself! The Insights collected during each feedback cycle helped me give the participants Options throughout the 2 days. Those Options became Experiments that were measured by the score and the comments. It was exhausting for me, but worth it for the participants.
Overall, it was a great experience for me and the feedback was overwhelming, I still have another large pile of sticky notes and picture to process. Here’s some feedback from the participants:
Very cool! Summary of what I’m already doing, but in a clearer, more detailed and elaborated way! – Rated 9/10.
Very helpful [to learn about] “rational” methods, more of this please! 🙂 Rated 9/10
Very good approaches, brain is working hard! Frustrating, as it shows how much analysis is missing within my own context. Rated 8/10
Very good interaction with us, connecting some of the dots for the Lean Change Management cycle. Rated 9/10
Culture hack, brilliant idea! I must use this often! Rated 8/10
I have another list of Options to consider for the next workshops that are being planned at the moment. Some of them include:
- pre-designed scenarios during the group exercises
- new ideas for new games (sorry, it’s a secret right now!)
- have participants draw a summary after day 1 and then updated it after day 2 (Tried this during the 2nd workshop)
What I Learned
Much like static change models cannot manage the dynamic, and sometimes chaotic, nature of organizational change, neither can a static agenda for a workshop provide a rich experience for participants. I had prepare enough material for 4 days and gave participants Options to choose from. It was harder on me, but better for participants.
If you’re thinking: “but wait! that’s not a consistent experience! Some participants will learn things that others don’t get a chance to!” then it’s a good idea to come to this workshop, we explain why some people react that way! 🙂
Photos from the Workshop
Here are a few photos from the workshop, there are no slides and a lot of interaction!
If you’re interested, check out the workshop details and let me know if you’d like one hosted in your city!