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Understanding Change

Focusing a Team

  1. Team Assessment: Use this assessment to take a critical look at your team.  

  2. Visioning: Use this activity to articulate your team’s ideal future

  3. Goal Setting: Use this activity to focus your team goals and set a basis for directed action

  4. Building an Action Plan: Use this activity to identify specific actions to begin achieving your goals

  5. Clarifying Roles: This activity will help your team clarify the role of each individual team member.

  6. Collaboration Strategies:  Know how to collaborate effectively

  7. Conflict Awareness:  Manage team conflict before it escalates

  8. Team Norms: Setting ground rules for team participation and behavior

  9. Team Expectations: A team leader's expectations of his/her team members

  10. Team Building Games:  Sample five easy-to-implement team building games

  11. Managing the Net Generation: Understand the work expectations of a new wave of professionals

  12. Fostering Innovation: Ten key rules for fostering innovation in the workplace

  13. Workplace Productivity: Thirty strategies to boost your personal on-the-job productivity

  14. Work Culture: Twelve indicators of a healthy work culture

  15. Difficult Feedback: Tips to consider when confronting a team member

  16. Receiving Feedback: Guidelines to accept constructive feedback

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Understanding Change

Business teams are continually changing whether they want it or even know it.  New personnel, new economic conditions, new needs, new policy, new directives, etc. all add up to an ever-changing work environment. 

This is why it is productive for team leaders and trainers to talk about the nature of change and how to harness it.  Below are some useful discussion questions about change and how it impacts teams.  These questions are intended to encourage participants to think about their role in embracing change.

Below are five “Understanding Change Requirements” and follow-up discussion questions for each.


Discussion Questions

1. Team members must have change clarity.


A. Is the proposed change clearly defined?

B.  Are all the fact, figures, and information clear and understood?

2. Team members must understand that positive change should be built on a team’s self-knowledge.  

A. What is our fundamental team identity? 

B. What team norms and values must be in place in order for us to handle change effectively?

C. What is the overall purpose of our team and how does it fit into the organizational system?

3.  Team members must understand that issues demanding change must be addressed holistically?


A. What dynamics are operating to create this issue or change?

B. How does this change affect all our team functions and all our team members?

C. How does this change impact our team’s connection to the organization?

4. Team members must understand how change is meaningful to them both as individuals and as a team.


A. How will the proposed change help us become who we want to be as a team?

B. How can this change help us shape how we work together?

C. How can this change positively impact each member’s role on the team?

5. Team members must clearly understand how the proposed change connects with the reality of work.  Teams must come to some understanding of how the change impacts everyday practice and basic work needs.

A. What impact will the change have on everyday working conditions?

B. How will the change alter how team members work together?

C. How can team members use the change to enhance their performance?


Before showing your training group the chart above, ask them to explore the nature of change with the following discussion questions:

  • Why is change so difficult in organizations?

  • What are the barriers to change?

  • What are some strategies that you use to get your people “on board” with a particular change?

  • As a leader, what ground work must you do to prepare your team for a given change?