Do you work in a global company with activities, employees, business partners, customers and suppliers all over the world?

Then ‘VUCA’ is very likely a part of your working life.

The term VUCA describes a reality that is increasingly characterized by Volatility, Uncertainty, Complexity and Ambiguity.

For a global company operating in a VUCA world, frequent, complex change processes with rich diversity are only to be expected.

The number of global crises, combined with increasingly rapid developments in new technology, in new markets and in new business models, creates a need for ongoing reprioritization, restructuring, mergers, etc.

The change processes are implemented in groups and teams with rich diversity in relation to location, national-cultural and professional background, work function and position in the organization. Cross-national, hybrid management teams. Cross-functional, global teams. Virtual, geographically dispersed project teams. Matrix organizations. To name a few.

Are you about to start or are in the middle of a complex change process with rich diversity? And do you want support and inspiration to navigate and steer yourself and your team safely through the process?

Then our learning programme Navigating Complex Change Processes With Rich Diversity, which combines a series of joint inspiration workshops with individual coaching, is an obvious choice for you.

When you participate in the learning programme Navigating Complex Change Processes With Rich Diversity, you’ll become stronger in three different levels:

• You’ll learn to manage your own reactions to the change process in the best way possible
• You’ll become aware of the group dynamics and reaction patterns that the changes trigger in your team, and gain tools to strengthen psychological safety and inclusion in the team
• You’ll improve your ability to communicate the changes to a wider group of stakeholders both inside and outside your organization

1) Understand and manage your own reactions

Before you can help others navigate a complex process of change, you must first deal with your own reactions to the changes.

You’ll become aware of how your brain reacts to change and uncertainty, and gain tools to turn the brain into a co-player in the process.

And you’ll learn to use ‘self-compassion’ and gain input on how to create calm, even when everything around you is in turmoil.

2) Navigate the changes effectively as a team

During the learning process, you’ll become aware of the group dynamics and reaction patterns that are at play in your team when you’re in the middle of a change process.

You’ll learn to use differences in e.g., personality types, professional backgrounds, generations and national work cultures to see multiple perspectives, so that you navigate smoothly in the complex, changing and ambiguous VUCA reality.

And as a manager, team leader or project manager, you’ll gain tools to create psychological safety and inclusion, so that you support each other in the best way possible – both when working at the same location and when collaborating remotely.

3) Strengthen your change communication to internal and external stakeholders

Changes affecting one area in your global company will typically also lead to changes elsewhere – both inside and outside the company.

During the learning programme, you’ll strengthen your ability to communicate the changes to a wider group of stakeholders – both internal, e.g., other departments or management groups in your company, and external, such as authorities, business partners, customers and suppliers all over the world.

And you learn to adapt your communication to the cultural contexts in which the various stakeholders are located.

Navigating Complex Change Processes With Rich Diversity is a learning programme that combines group workshops (typically 2-4 workshops of 1-2 hours each) with ongoing individual coaching. 

We can run Navigating Complex Change Processes With Rich Diversity as a learning programme for any group of managers or employees in your company.

The programme is relevant for those of you who are about to start or are in the middle of a complex change process. Perhaps you’re a manager, team leader, project manager, specialist, change management consultant or HR manager.

In cooperation with you, we’ll set the duration, time/place, learning objectives, the number of individual coaching sessions (possibly as a group discount card) and specific content of the learning programme’s group workshops.

With individual coaching, we’ll keep a sharp focus on the challenges that each of you faces, and include relevant cases, techniques, tools and exercises.

During the programme, you’ll try out the new techniques and tools in your global workday. And you’ll work on taking small, manageable steps that will bring you further in the direction you want.

In practical terms, we can deliver the programme on-site, virtually or in a hybrid format. We have extensive experience in designing learning programmes that work across locations and national borders.

Here are some examples of what we can work with:

Teach the brain to become a co-player when dealing with change

• Why does the brain resist in situations of change and uncertainty – and how do you guide the brain on the right path so that it functions as a co-player through the change process?
• Understand the dynamics between the amygdala (‘the brain's alarm bell’) and the frontal lobes (‘the brain’s CEO’)
• Gain tools to regulate your emotions so that you stay calm and make better decisions – and can support your employees in dealing with difficult emotions that can be triggered by change
• Why is the ability to ‘reframe’ particularly important during change processes – and how do you train your ‘reframing muscle’?

Increase compassion and psychological safety – both in-person and in virtual settings

• Why ‘Compassion’ is an important ingredient in order to safely navigate change and uncertainty – for you and your team
• How do you create a psychologically safe environment where global colleagues can confidently provide input and talk openly about the concerns and challenges that the changes may create?
• Why psychological safety is actually even more important when you collaborate remotely – plus tips on how to create psychological safety in the virtual setting

Understand group dynamics and create an inclusive culture in your team

• Become aware of the group dynamics and reaction patterns that are at play in your team during periods of major change
• Understand how the brain’s In-group-Out-group categorizations can lead to exclusion – and learn how to expand the ‘In-group’ so that you strengthen inclusion and collaboration
• Learn to use ‘The Double Iceberg’ as a powerful tool to see multiple perspectives, understand each other’s intentions better – and much more!
• How do you strengthen optimism and resilience in the team?
• The importance of micromessages – ‘connect instead of reject’

Strengthen your change communication to global stakeholders

• Become aware of the ‘Sphere of Interest’ vs. the ‘Sphere of influence’ in your internal and external communication: Which decisions are fixed and which can be influenced?
• Bring your knowledge about the brain into play in your change communication – for example, if you focus on something you want to GET AWAY from, the brain actually reinforces it
• Become aware of diversity in the group of stakeholders so that you can adapt your communication to the different cultural backgrounds of the stakeholders

Contact us for a chat about how we can run Navigating Complex Change Processes With Rich Diversity as a tailored learning programme for your organization.

Gain insights into the way the brain works and get inspiration on how to make the brain a co-player when you work in a global company with rich diversity:

• How to help your brain collaborate better with people who are different to you
• Use perspective-taking to strengthen inclusion and cultural intelligence
• Understand the brain’s ground rules and become a better global leader