I went back after class and tried out a few things on my own, and found it to be very beneficial. Afterall, what good is the union doing if it runs the company out of business?
Even we all had good understanding of the case, we felt like knowledge we gain for the case did not help us much executing simulation.
But what happens in 5 years or 10 years when things are looking great and a restructured big 3 is pulling in big profits again? If the task was useful solving the problem, the percent approval number will increase. Some of our initial observations were: Change is very difficult. We were 4 team members preset out of 5.
People are change aversion. Most of the time, we were on the same page and tend to agree. First, the problem had to be identified, and the management team had to understand what was going on.
Based on what we learned in the class, we try to execute different tasks tactics: All four of us worked very well as a group for this simulation. We added the Disaster Video to show how bad things were, but that did not help improve the buy-in rate.
Lot of core team members were bystanders. I wonder how a management team could balance that dynamic with a union. My learning from simulation exercise: So, sorry, but maybe next time my chosen topic will all make a bit more sense. Will anybody have learned a lesson, or will the same problems resurface?
The first simulation did help us a lot moving along well for this simulation. Now instead of ordering tasks, we selected tasks and executed them.
It seems once we started off well, we started losing the buy-in percent. We started getting frustrated and we ran out of money and that was the end of the first simulation. Each of the tasks has a certain cost and a certain number of days associated with it.
We thought we had a very good understanding on issues. I thought it was very important that the dire situation be revealed on all levels and this seemed to help build buy-in to the team-concept.
I thought it was really important to make sure there was clear communication. I think we did not pick the core team members who would lead the change very well.
The restructuring effort failed as we did not show properly why we needed that in the first place.
Did not pick out the best tasks for understanding the need for change. We lost some points trying to create a sense of urgency. The big 3 are getting concessions from the UAW now because the economy is in the tank.
At couple of instances, I noticed a couple of us ran out of patience.
From this point forward, we all ran out of patient and started trying different things to get something happening. Then we learned that we needed 1 changer, 1 helper and 2 resistors. It was a bad user interface to work with. This time, we felt we were doing a much better job understanding the steps.
I think there is a shade of truth there. I thought the wrap-up section was the most interesting when it showed the graph and then under-laid the shaded area that told you the ideal timing and effectiveness of each action. Once we execute a task, the simulator would respond.
How will the union and the management teams return to the table? The clear communication got the union on board, which prior to the simulation was being depicted as impossible to deal with.Team 6 Experience Change Simulation Strengths Technology/ Great Product Stakeholder's Champions Weaknesses Failing to Deliver what.
Dec 01, · Experience Change Simulation Exercise We learned about the change simulation case (GlobalTech) and prepared some notes before actually trying the simulation.
We thought we had a very good understanding on issues. ExperienceChange™ is a guided leadership change management workshop and business simulation that teaches a best-practice model for managing change.
The workshop uses case study and interactive simulation that allows you to learn and practice change management in an engaging way. You will learn a specific and actionable change management methodology that you can apply in your own organization.
• succeed in the ExperienceChange simulation. What is Change Management? Change management principles will help you create and implement new visions, strategies, and initiatives. Whether implementing a new technology, promoting a cultural shift, or changing the strategic GlobalTech - Change Theory.
Change Management Simulation James Chisholm ExperiencePoint. Agenda You’re hired!! Meet your first client 18 months in the trenches Outcome? Agenda Introduction Diagnosis Change Theory The GlobalTech Situation. Change Management Simulation Theory. Force Field for GlobalTech Adapted from Kurt Lewin.Download