The Change Model

Change follows a predictable pattern both for companies and for individuals. The Change Model helps
you diagnose where you are and what you should be doing to get the most out of whatever changes
you are dealing with.

Change is Introduced

Whether change is introduced by choice or by outside forces, it generally causes the same chain of
events. When changes are made by leaders, the key to success is being prepared to handle the
consequences as quickly as possible.

The Zone of Disruption

When change happens, it causes a downturn in productivity in some way or another. The bigger the
change, the more severe the disruption.

Point of Decision

Disruption continues until people decide to adapt to the change instead of fighting against it. Sometimes people will continue to fight against the change indefinitely.

Zone of Adoption

Once people have decided to adapt to the change, a period of adoption begins and they make changes to their actions to accommodate for it. This leads to a point of productivity that existed before the
change was introduced. The change continues to cost until this breakeven point is met.

Zone of Innovation

Finally, when people begin taking advantage of the change and doing new things, there is an
opportunity to benefit. Without this period, the change will always cost more than it gained.


The Change Assessment

Discover how your employees really see the changes happening around them and just how much they
understand. The Change Assessment is
an online, anonymous assessment that creates a score card
about how executives, managers and individuals in your
organization feel about your most important changes.

The Change AssessmentHow does it work?

1 – An anonymous survey allows people to express their
feelings about changes that are affecting their life and work. Using innovative
testing methods, participants are asked a
variety of questions about

change. The survey can be focused on specific departments or a
random selection of employees throughout the company.

2 – Survey answers are then analyzed and compiled into a
detailed and easy-to-read report that reveals the level of
change readiness and change skills for the entire group.
The Change Assessment is created to ensure accuracy,
giving management a clear
picture of which areas need improvement. Scores are summarized to show
strengths and weaknesses in the following categories: communication, readiness, change skills, focus, alignment, and engagement.

3 – Meet with a LeapVault change enabler to review your Change Assessment.

Features:

  • Anonymous

  • Easy-to-understand reports and graphs

  • Highlights what is already working well and why

  • Identify areas of weakness

  • View by department, functional area or management level


How To Lead Change

The How To Lead Change
workshop provides executives and managers with face to
face instruction and the tools to assist them in leading
their teams to a higher level of performance. We
emphasize improved planning, sound execution and
increased accountability.

How-To-Lead-Change helps your
managers and executives see change differently, and do the things that will make
the biggest difference. It also provides them with practical Change Skills they
can use and pass on to their people, and gives them an opportunity to plan,
execute, and report back on their results.

Your managers and executives will learn the necessary skills to enable your
organization to see change as something positive and expected. Our courses will
also provide them with real life Change Skills they can use every day and pass
on to their people.

Let us teach these valuable Change Skills that give all employees the
opportunity to plan, execute, and report on their results

The Change Assessment

The Team Tools Group Planning Guide

Team Tools helps leaders implement the most important changes that strengthen competitive advantage and improve bottom line results.

The Team Tools Will Help You:

  • Team Tool #1

    Create a communication plan.

    Identify the importance of change.

    Determine the level of employee engagement in the
    change.

    Develop a plan on how to move forward on the change.

  • Team Tool #2

    Understand how your change will effect key stakeholders.

  • Team Tool #3

    Identify your team’s ideal outcome concerning the
    change.

    Identify key measures of success.

    Establish a timeline.

  • Team Tool #4

    Identify obstacles.

    Check your beliefs and assumptions surrounding the
    change.

    Adjust and course correct in order to ensure a
    successful change.

After each tool, instruction is provided on:

  • Individual Actions

  • Team Actions

  • Accountability

  • Outcomes

How it works:

Before the program, we work with your management team to clearly define what’s changing
and why for your company, then our client partners travel to you and lead the work sessions
with your managers. After these orientation sessions, the managers take the program to their
functional teams.

Features:

  • Give front-line managers the tools to
    bring their teams together on your most important
    objectives

  • Help teams plan and hold themselves
    accountable for results

  • Create a clear, consistent plan and
    vision of success from the top of the organization to
    the bottom

Includes:

  • Participant Booklet

    Each participant uses their own guide to access, plan, and execute the team’s strategy.

Gaining Change Skills Workshop

Gaining Change Skills is a half-day work session for employees that helps people focus on
changes happening around them and gain skills that can help
them thrive in a dynamic environment.

  • Get out of your comfort zone

  • Focus on what’s most important

  • See change as an opportunity

Four Change Skills:

Skill #1: Anticipating Change

The ability to notice smaller changes now and realize what is likely going to happen next.

Skill #2: Taking new Actions now

Quickly doing something new, evaluating the results, then doing something differently again.

Skill #3: Moving Beyond fear

Noticing when fear or comfort are holding you back, and then moving past it.

Skill #4: Imagining Real Success

The ability to picture an ideal outcome from the change for yourself, your team, and your entire
organization.

Features:

  • Develop the ability to change as a competetive advantage
  • Innovate new ways to get better results
  • Learn how to focus on what’s most important
  • See change as an opportunity

Includes:

  • The Personal Change Indexassess your own individual strengths and weaknesses when it comes to dealing with change.
  • The Participant Guide
    click to see a preview of the participant guide.
  • Who Moved My Cheese?, The Movie – an animated version of the international bestselling book.



How is your organization dealing with
CHANGE?

Companies are constantly changing, although we might
think of it as the constant process of growth and
development of a
business, rather than the major transformation
initiatives we tend to consider as “change”.

The fact though is
that Organizations don’t
change, People do.

LeapVault helps you focus on the human side of change.

We provide clear ideas and practical tools that help you understand
change and not just Manage it but Lead It !

Hungry for Change?
LeapVault your organization to the new Paradigm!

Our Consulting solutions have been used with global organizations to engage
their employees and deliver on their strategy