Workshops on Understanding & Overturning our “Immunity to Change”

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Introduction

Why is it that even after reading about Emotional Intelligence and agreeing with it, one does not become emotionally intelligent? Why do team coordination, coherence, and performance not improve consistently after attending workshop sessions on such topics? Why do almost 90% of training workshops conducted for individuals or groups and rated very highly immediately after completion fail to bring about any significant change in the participants? Are the participants so utterly devoid of commitment? Motivation? Will power? Does the problem lie with team cultures? Do organizational environments discourage such transformations? Or is the resistance to making a change a natural phenomenon?

Join our workshop to find answers to these questions and to successfully make positive changes in your and your team’s performance. (For more information, click here).

Goal

The workshop is designed to achieve two goals: First, to help participants directly observe their psychological immune systems at work, and second, to help them overcome their respective immune systems.

Audience

The workshop is offered for individuals and existing teams (with a minimum of eight members). In the case of teams, the participation of the team leader will be mandatory.

Preparation

Before the start of the workshop, all participants are requested to work on and generate a few improvement goals for themselves that they want to work on during the workshop. Guidelines for determining our improvement goals will be provided to the registrants before the start of the session.

Organization

Part 1: Mapping our “Immunity to Change”

In the first part, each participant will be taken through the process of uncovering, recognizing, and observing their psychological immune system at work and how it frustrates their efforts in making meaningful and desirable changes in their lives.

Part 2: Overcoming our “Immunity to Change” (at the choice of the participants)

In the second part, each participant will understand and undertake the process of overcoming their immunity to change and successfully materializing their desired improvement goal.

Methodology

“Overturning our Immunity to Change” sessions are planned as a cooperative, conversation-based, and experiential exercise in understanding and reflecting on the experience and then overturning our psychological immune system.

Duration

For Individuals & Groups

The first part of the workshop is likely to be completed in 5 to 7 hours of conceptual and group work. After completing the first part, participants may take a break or immediately continue working on the second part. (Total time: approximately 7 hours)

The conceptual work in the second part will be completed in a maximum of 2 hours, after which the participants will continue meeting and sharing the progress in their respective experimentation work every week for 60 to 90 minutes. Depending on the participants’ progress, the second part will likely be completed in the group’s 6 to 9 weekly meetings (including the 2-hour session on conceptual work). (Total time: approximately 14 hours)

For Teams

All team members will be required to complete the sessions for individuals and groups (as given above). Besides that, an additional 6 to 8 hours will be required for teams. (Total time: approximately 30 hours)

Prerequisites

Completion of part 1 is a prerequisite for registration in part 2. However, after the completion of part 1, the participants can register for part 2 at their convenience.

Investment

  1. For one-to-one sessions: US $50 per hour.
  2. For group participation (with at least 12 members): US $20 per hour per member.
  3. For existing teams:
  • For at least ten members US $20 per hour per member
  • Teams of less than ten members US $200 per hour.

Registration:

For registration, please fill in the form here.

For queries, and clarifications, you may leave a comment below.

 

Video Introduction

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OVERTURNING OUR

“IMMUNITY TO CHANGE”

Introduction

After completing a training workshop[1], invariably I get calls from participants who express concern about why they tend to ignore practicing the different concepts they have learned, even after comprehending them and agreeing with them. For instance, they would ask why they face difficulty in practicing the various guidelines of “effective conversations” or “expressing appreciation and disagreements” in their everyday lives. The same phenomenon can also be observed in corporate trainings. Almost 90% of training workshops conducted in the corporate sector, rated very highly immediately after completion, fail to bring about any significant and consistent change in the participants. Why is it so? Are the participants so utterly devoid of commitment? Motivation? Will power? Does the problem lie with team cultures? Do organizational environments discourage such transformations? Or is the resistance to making a change a natural phenomenon?

My short answer to such questions is that reading and understanding a book on Emotional Intelligence and being Emotionally Intelligent are two entirely different phenomena requiring different capacities from us. A more detailed answer, however, is given below:

There are two kinds of problems we face: “Technical Challenges” and “Adaptive Challenges.”[2]

In a Technical challenge, the skillset required to overcome the challenge is generally well-known. A strong desire to overcome the challenge, access to the necessary information about the skillset, the opportunity to learn that skillset, and a commitment to put in the required effort are likely to allow one to overcome such challenges[3].

Adaptive challenges, on the other hand, require a change in the mindset, attitudes, assumptions, and beliefs of the person trying to tackle them[4]. It may be interesting to note that one’s mindset, attitudes, assumptions, and beliefs constitute one’s psychological “self” or “identity.” As a result, overcoming an Adaptive challenge, in a way, puts one’s current psychological “self” and “identity” at risk. This is where our “psychological immune system” comes into play.

Like its biological counterpart, which protects our biological “identity” and “self,” our psychological immune system protects our psychological “identity” and “self.”

When we tackle Adaptive challenges, our psychological immune system is on high alert to protect us from destroying our psychological “self” and “identity” and to protect us from the consequent psychological pain, suffering, or even “death.” Also, like the biological immune system – which, for instance, can severely obstruct adaptability in organ transplants and, thus, work against the very system it was meant to protect – our psychological immune system, if not kept in check, can block any changes we know are desirable and, sometimes, even necessary for our psychological growth and wellbeing.

Overcoming an Adaptive challenge requires one to be committed to learning a new behavior, on the one hand, while also being willing to risk one’s current identity and psychological “self” to develop a new and improved identity and psychological “self,” on the other.

Another aspect of Technical and Adaptive challenges that makes the situation more complex is that some challenges can be Technical for one person and Adaptive for another. One person may find it sufficient to get information about maintaining a healthy lifestyle for actually maintaining one. Another person may have all the information about maintaining a healthy lifestyle but find it irresistible to avoid eating sweets whenever they are in sight.

The difference between Adaptive and Technical challenges makes it imperative that we 1) recognize them as two separate challenges, 2) know how to diagnose and separate them from each other, and 3) treat them differently.

For Technical problems, the solution lies in disseminating and delivering the required information by organizing training programs and workshops. Adaptive problems, on the other hand, require us to make conscious and intentional alterations in our mindsets, attitudes, assumptions, and beliefs.

But how does one achieve that?

Two developmental psychologists at Harvard – Robert Kegan and Lisa L. Lahey – and their colleagues developed and refined the answer to this question. Our workshop, “Overturning our Immunity to Change,” is based on their answer.

 

Video Introduction

 

 

 

[1] The topics of my workshops are generally related to character development and moral uplifting.

[2] See “The Practice of Adaptive Leadership” by Ronald Heifetz

[3] Such challenges may include learning to fly a plane, becoming a chef, a surgeon, a typist, reading a book on Emotional Intelligence, etc.

[4] Such challenges may include being more emotionally intelligent, developing a healthy lifestyle, being more mindful of the impact of one’s actions on others, overcoming an addiction, being more empathic with oneself and others, etc.

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