After looking at some psychological basics on the subject of transformation and change, each participant had time for self-reflection again. Using Kübler-Ross' change curve and a specific personal experience of change, everyone was able to retrace which phases of the change curve they had consciously experienced.
We used the extensive lunch break with delicious vegetarian food for a walk through the idyllic village of Gnadenthal.
Afterwards, we continued with the development of personal strategies for better dealing with change.
Thus, we had prepared the ground for supporting others in change processes. The examples we worked on mainly concerned our professional environment.
Some of the lessons learnt were that we had all been through difficult change processes at work which had in common that the question "Why do we want to leave here?" was never answered. In addition, there was often a lack of focus on those affected: Questions such as "Who is affected, who has advantages, who has disadvantages?" were not answered by those responsible for the transformation. However, when we experienced well-managed change projects, it was because managers and change coaches had led the feelings and expectations of those involved.
We closed the day with a reflection exercise, which consisted of positive speculation about the other seminar participants in change situations.
In the final round, I was looking into satisfied faces. Here are a few impressions of the very successful day...
