Training Workshop - Being an effective Catalyst for Transformation & Change

Learning Objective of Module "Catalyst for Change & Transformation"

Participants will learn how to, use the Unitary Developmental Theory (UDT) model to identify organization & team challenges, present these challenges along with an approach to resolve these challenges in a way that engages key stakeholders.

Time commitment to workshop

3 Hours

Materials Provided

Unitary Developmental Theory and Organization Development (Volume 2) e-book

Module hand-outs, presentations and exercises (Digital versions)

Context of this workshop

The challenge for Change Management & Organization Development is for the individual stakeholder, whether it be an employee or director, is to gain attention and engage Management (being a Change Catalyst) and a critical mass of key influencers in a) the need for change; b) the significance of Agility and Resilience; c) to trust a Change/Developmental Process given likely past experiences, if any.

Because of its simplicity, graphic nature and all-round validity, using the UDT model as a discussion tool through which to “see for the first time” organizational issues as graphically affecting organizational performance and returns, can cause that shift in thinking that is called “Disorienting Dilemma” about the need for change.

It shows the damage that tolerated inappropriate activities and practices are doing, and how far such activities are from where they should be for all-round stakeholder satisfaction and performance improvement. It also shows each step and the calibrated actions from the current situation through to the highest levels of leadership performance with the outcomes and benefits of each step along the journey of Change & Transformation, because the model also shows how to work with human nature rather than against it.

Learning approach

• Presentation by tutor of topics, concept or information

• Tutor led discussion of topic, concept or information

• Individual and group exercises as appropriate

• Selection & definition of post class 'Change Catalyst' individual action learning project

• Tutor support for student in-organization/team project

• Institute 'Change Catalyst' certification of student on completion of 'Change Catalyst' project if requested.

Workshop Topics (Change Catalyst)

1. Background to UDT: Personal Experience of exemplar Failure, Emergence of UDT as normative for all levels of socio-economic systems

2. Need for UDT: Failure Rates, Reasons for Failure, Dark-Ages Paradigmatic Deficit

3. The UDT Model:

• Run through the Levels with some allusion to the Psychology because it reveals how people feel within organizations, resistance to change, etc. Highlight significance of each Stage of the model, e.g., (2a) led to collapses from Polaroid, Quinn Group, etc., to FTX

• Highlight the 2 Divisions of the model to identify where 'Next Step' change versus 'Radical Change' is relevant and explore meaning and impact for Agility, Resilience, Innovation etc.

• Cover 3 Mindset Configurations – Linear, Lateral and Integrative, and their division, habituation patterns and growth, characteristics.

• UDT contribution to Change Management, Culture Change, and Organization Development

• Highlight the Significance of Maturity Gaps using e.g., Apple and other examples

4. Using the UDT Model as a Catalyst for Change

• Discuss fully the example given in the Text of using the model as a Discussion Tool

• The group is presented with a scenario and a discussion is facilitated about using the model

• Exercise for participants: Plan an intervention using the model as a Discussion Tool and present and discuss. This will be marked, commented on and certificate awarded.

5. Overview of other UDT Modules

6. Follow-on UDT planning re. assignment in an organization and coaching back-up relationship with ODTI Consultants