More than change management: change schedule [+ checklist]

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Maybe you know the movie "The Monkey Business Illusion" by Daniel J. Simons: Two teams play ball, one Team is white, the other dressed black. The task is to count the ball team of the white team and to be surprised ... The film is a nice introduction and is a good metaphor for the blind spots.

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Here writes for you:

Karin Beutelschmidt karin-bagschmidtKarin Beutelschmidt is the founder of the School of Facilitating and the divida Foundation.


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Allow customers access


Our customers usually enjoy reliable change schedules and clear statements from us. An understandable need, but it's hard for us to do justice to it. That is why we draw our customers' attention to the phenomena of the factor X and the lack of real predictability of a change process.

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We can give guidance, but the actual events will decide the actual course. We do not want to escape the responsibility of binding commitments, but we want to promote openness and vigilance for the actual happenings.

Stay connected with reality - 4 questions


As with the client, we also prepare those involved in the change for factor X. For us, this is an "invitation" to stay connected to reality. This can have something light and playful and be initiated by questions such as:

  • Is there something where we just do not look?
  • Are we traveling too optimistic?
  • What is your employee really busy with: our topic or something completely different?
  • What does the Flurfunk tell you?

Take the factor X perspective


At the beginning of this book is the thesis: As facilitators, we know that there are taboos, unconscious and unintended in every process. These can certainly be FaktorXThemen. It is sometimes helpful for the process to keep these topics in mind.

We see it as our role to then substitute missing positions or votes. For example, in the form: "If I spoke here as an affected employee, I would think and feel xy ..." or "As your customer, I could think xy ...".

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The deputy position


These deputy positions are an offer for the Group. If the offer resonates, we remain at the aspect. If there is no, we leave the track, because it is either not right or not at the moment.

If you work as a facilitator team, it is helpful in these phases to share the rolls cleanly. The one accepts missing voices or positions and makes offers, the other remains in the process control.

Facilitator self check


The prerequisite for the successful change process is always the useful "self-check facilitator". Here help questions such as:

  • What about our own dealings with the unexpected, the factor X?
  • Where are we open ourselves, where are we fixated?
  • Are we real enough - both ourselves and our environment?
  • How dancid or how rigid are we on our way?
  • Where is our own focus?
  • Is the process just fun or do we want to finish?

These and similar questions help us to remain mobile and open in the process.

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Factor X is an integral part of life and is therefore also part of change processes. Think of it as an invitation to openness - both externally and internally.

Factor X is the key to making change successful, acting like a permanent reality check and impulse generator, ensuring our adaptability. In other words, it keeps us alive and is our connection to the dance of life.

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  1. Competencepartner

    More than Change Management - Part 3: Change-Timetable & Checklist: Maybe you know the # # job # education

  2. Anke Lehmann

    RT @SimoneJanson: More than Change Management - Part 3: Change Timetable & Checklist -

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