Our main area of expertise and advisory service offering is change management and central to client delivery is our registered trade mark a2B Change Management Framework® (a2BCMF®). It is a structured and disciplined programme approach, to support organisations, leadership teams and individuals going through a change, the transition from the current state 'a' to the future state 'B'.
Enabling the Leadership of Change®
Change Management Body of Knowledge Gamification Trilogy
Leadership of Change® Volumes A, B & C
Change Management Gamification
Change Management Gamification is the new trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for your organisational change.
About the Leadership of Change®
Leadership of Change® is a change management simulation about strategy execution in large organisations. The game focuses on how to implement organisational change to achieve a return on investment and gain employee adoption. The game takes the participants through the ten key steps to achieve successful change implementation.
The Game
The participants are given the responsibility of implementing various strategic change initiatives into a fictional organisation. They must follow a change mangement framework to implement the change. Their abilities to plan, execute and sustain change are measured throughout the game.
Change Management Framework®, the AUILM® Change Adoption Model and the a2B5R® Employee Change Behaviour Model.
The Theory
Leadership of Change® is based on the proprietary a2B Change Management Framework®, the AUILM® Change Adoption Model and the a2B5R® Employee Change Behaviour Model.
Current Bespoke Gamification Offering
Change Leadership - Change Management Executive (CMExe)
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About CMExe: CMExe is a fascinating change management implementation simulation that offers leadership teams and leaders of change® experiential learning in a safe environment. This enables them to learn, test and reflect on their change leadership capability and skills.
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Case Study: Auto Chanze™ is a global supplier of automotive systems, modules, and components to original equipment manufacturers (OEMs) and related aftermarkets. Up until recently they have been a successful and profitable organisation but a recent report commissioned by the Board of Directors has indicated the the automotive industry will be impacted by 4IR like never before!
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Gamification Objective: During the simulation the change leaders (in their teams) will focus on how they can achieve the balance between normal day-to-day operations and delivering successful change and employee adoption of a new IT system. They will assess, select and implement their chosen change tactics through three simulation change phases: Plan, Execute and Close. They will be scored on how successful their tactics were in implementing successful change.
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Leading Change Practice: The gamification uses the globally recognised a2B Change Management Framework, Models and Tools.
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Outcome: The participants will be equipped with knowledge, experience, a Change Management Framework, Models and Tools which will enable them to be successful as leaders in delivering organisational change and transformations. They will become more aware of how to manage stakeholder resistance, expectations and feelings as they try to achieve their organisation's vision and employee change adoption.
Leadership of Change®
Encompasses change management concepts, models, depictions, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework®. The delivery vehicles are change management books, change management gamification manuals, leadership alignment workshops and masterclasses.
Normal Day-to-Day Operations
Leaders go about their daily tasks to implement their organisation’s strategy to deliver financial results. All of a sudden there is a change explosion, disrupting normal day-to-day operations and results. Enter the leadership paradox: change implementation vs. delivering day-to-day operations.
Developing Change Leadership Skills and Knowledge
The leadership team now needs to refocus in order to implement the change, ensuring the organisation stays ahead of the competition and continues to deliver revenue to shareholders. The change has to ensure a ROI, employee change adoption and be sustainable.
Our Games
The participants are given the responsibility of implementing various strategic change initiatives into a fictional organisation. They must follow a change management framework to implement the change. Their abilities to plan, execute and sustain change are measured throughout the game.
Current Bespoke Gamification Offering #1
Change Management Gamification - Leadership
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Focus: Change Leadership
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About Change Management Gamification Leadership: This a fascinating change management implementation simulation that offers leadership teams and leaders of change® experiential learning in a safe environment. This enables them to learn, test and reflect on their change leadership capability and skills.
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Case Study: AutoChanze™ is a global supplier of automotive systems, modules, and components to original equipment manufacturers (OEMs) and related aftermarkets. Up until recently they have been a successful and profitable organisation but a recent report commissioned by the Board of Directors has indicated the the automotive industry will be impacted by 4IR like never before!
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Gamification Objective: During the simulation the change leaders (in their teams) will focus on how they can achieve the balance between normal day-to-day operations and delivering successful change and employee adoption of a new IT system. They will assess, select and implement their chosen change tactics through three simulation change phases: Plan, Execute and Sustain. They will be scored on how successful their tactics were in implementing successful change.
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Change Management Game Theories: This simulation is based on the proprietary a2B Change Management Framework® and the associated change concepts.
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Outcome: The participants will be equipped with change leadership knowledge, experience, change mangement models and tools which will enable them to be successful in leading organisational change and transformations. They will become more aware of how to manage stakeholder resistance, expectations and feelings as they try to achieve their organisation's vision and employee change adoption.
Change Management Gamification - Adoption
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Focus: Employee Change Adoption
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About Change Management Gamification Adoption: This a fascinating change management implementation simulation that offers change management practitioners experiential learning on employee change adoption in a safe environment. This enables them to learn, test and reflect on their change practitioner capability and skills so they can maximise employee change adoption.
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Case Study: AutoChanze™ is a global supplier of automotive systems, modules, and components to original equipment manufacturers (OEMs) and related aftermarkets. Up until recently they have been a successful and profitable organisation but a recent report commissioned by the Board of Directors has indicated the the automotive industry will be impacted by 4IR like never before!
-
Gamification Objective: During the simulation the change practitioners (in their teams) will focus on how they can achieve the balance between normal day-to-day operations and delivering successful change and employee adoption of a new IT system. They will assess, select and implement their chosen change tactics through three simulation change phases: Plan, Execute and Sustain. They will be scored on how successful their tactics were in implementing successful change.
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Change Management Game Theories: This simulation is based on the proprietary AUILM® Employee Change Adoption Model and a2B Change Management Framework® as well as the associated change concepts.
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Outcome: The participants will be equipped with knowledge, experience, models and tools which will enable them to be successful as change practitioners in delivering organisational change and transformations. They will become more aware of how to manage stakeholder resistance, expectations and feelings as they try to achieve their organisation's vision and employee change adoption.
Current Bespoke Gamification Offering #3 - Coming Soon
Change Management Gamification - Behaviour
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Focus: Employee Change Behaviour
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About Change Management Gamification Behaviour: This a fascinating change management implementation simulation that offers change management practitioners experiential learning on employee change behaviour in a safe environment. This enables them to learn, test and reflect on their change practitioner capability and skills so they can maximise employee change adoption.
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Case Study: AutoChanze™ is a global supplier of automotive systems, modules, and components to original equipment manufacturers (OEMs) and related aftermarkets. Up until recently they have been a successful and profitable organisation but a recent report commissioned by the Board of Directors has indicated the the automotive industry will be impacted by 4IR like never before!
-
Gamification Objective: During the simulation the change practitioners (in their teams) will focus on how they can achieve the balance between normal day-to-day operations and delivering successful change and employee adoption of a new IT system. They will assess, select and implement their chosen change tactics through three simulation change phases: Plan, Execute and Sustain. They will be scored on how successful their tactics were in implementing successful change.
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Change Management Game Theories: This simulation is based on the proprietary a2B5R® Employee Behaviour Change Model, a2B Change Management Framework® as well as the associated change concepts.
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Outcome: The participants will be equipped with knowledge, experience, models and tools which will enable them to be successful as change practitioners in delivering organisational change and transformations. They will become more aware of how to manage stakeholder resistance, expectations and feelings as they try to achieve their organisation's vision and employee change adoption.
