The Great Game of Life

The Great Game of Life™ is delivered as a series of integrated experiences, building one upon the next and the next so that participants find comfort in the changing business (or personal) world in which they operate. The rollout strategy and timeframes are always customized to the situation. In addition, they can be modified to support and integrate with an organization’s already existing initiatives/processes.

PHASE ONE

Changing the Game for the Leadership Group (Part 1)
A 3.5-day gathering of the Leadership Group (typically the Executive Team and some representation beyond) to participate in a challenging process of creating the organization that, if it existed, would put ours out of business.Changing the Game for the Leadership Group (Part 2)

Changing the Game for the Leadership Group (Part 2)
A 1-day gathering of the Leadership Group to: 1) identify a critical business opportunity with which to integrate the culture change, and, 2) review, rework, and get agreement on the second draft of the Case for Change, Purpose, Values, and Vision.

PHASE TWO

The Awakening for the Leaders
A 3- to 4-day program for supervisors and mid-managers. This is the group that often feels the most threatened by the change. This program is designed to enroll them and get them to champion the change effort. It is a wake-up call for personal and organizational change. From this group of leaders, coaches are identified.

PHASE THREE

Coach-The-Coach
Advanced, expert-level training for a select group of coaches in the areas of: Change Architecture, Facilitation, Coaching, and the five Critical Core Life Competencies (learning to learn, learning to choose, learning to relate, learning to create, learning to integrate). These coaches then, in turn, coach others in the organization in developing and applying relevant skills and processes regarding the change effort. The coaches may assist in The Awakening and they help facilitate the BE IT and DO IT processes.

PHASE FOUR

The Awakening for Employees
A 1- or 2-day program for every person in the organization. In this session, participants are introduced to the work the leadership team has created to date. Participants are enrolled in the process to elicit their passion, commitment, and creativity to make the internal changes to themselves that are necessary to effect the change. This program can be attended by 20–80 participants in each session.

BE IT
The establishment of BE IT teams throughout the organization. BE IT teams are small, collaborative learning teams of 4-8 individuals each that meet once per month to further the personal growth and development process begun in The Awakening. It is the mechanism by which the change effort is sustained over time. Through the BE IT process, individuals master Critical Core Life Competencies: learning to learn, learning to choose, learning to relate, learning to create, and learning to integrate.

DO IT
The introduction of DO IT teams throughout the organization. DO IT teams utilize the Critical Core Life Competencies that are learned through the BE IT process and applied to solve critical business opportunities such as reducing costs, increasing revenue, or creating greater differentiation and unique value for the customer.

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