deep pictures ‘Leading Change’ – 52 postcards with coaching questions for change management
The metaFox deep pictures combine 52 evocative picture cards and powerful coaching questions for adults in one postcard set. The deep pictures ‘Leading Change’ help your company or organisation go through the different phases of the change process. This card deck is based on John Paul Kotter’s model for adaptive change in organisations and companies.
✔ Images showing all phases of a change process
✔ Suitable questions to raise awareness for each phase
✔ 52 coaching cards for transformation in organisations
Change management, coaching, soft skills training, further education, training, consulting, team building, leadership training, life coaching, workshop, seminar, organizational development
- 52 postcards and an overview card with suggestions for how to use them
- A6 format (14.8 cm x 10.5 cm), front with matt lacquer for an elegant look and feel
- Stable 250g cardboard from 100% FSC certified sources
metaFox deep pictures Leading Change
Accompanying change. Reaching people. Developing organisations.
What makes the content unique?
The deep pictures ‘Leading Change’ postcard set shows 6-7 stimulating pictures of the 8 phases of the change process according to Kotter – starting with fire, which illustrates the urgency of the change, to harvested fruits of success in the team. The visual impulses elicited by the photographs are combined with open questions that can be useful to ask in the respective change phases.
How change can work
For organizations facing major changes, specifically addressing change management can help to achieve goals faster and more smoothly.
There are different models to structure change management. This serves to reduce the complexity of reality and thus enables the description of the occurring processes and also provides clear instructions for action.
With 8 consecutive steps, the model by John P. Kotter offers a framework that is action oriented but nevertheless does justice to the complexity of multi-layered change processes.
Kotter’s 8 phases of change can be summarized as follows:
1. Generating a sense of urgency
Raising awareness of the urgency of change among employees and managers.
2. Build the leadership team
Unite the people central to the change in a coalition and ensure mutual trust.
3. Developing vision and strategy
A vision for successful change can serve as a guiding star for the organisation. In order to implement the change, effective strategies are required.
4. Communicating the vision for change
In order to convince the team members, the vision for the desired changes is communicated to everyone.
5. Empower employees on a broad basis
Creating a situation in which every employee can contribute promotes motivation and speeds up the process.
6. Achieve quick success
Short-term goals and successes must be visible and clear in order to overcome doubts among colleagues.
7. Consolidate success & initiate further changes
Changes take time. Securing what has been achieved and planning further steps enables continuity in profound change.
8. Anchoring new approaches in the culture
Culture consists of lived processes, both implicitly and explicitly. Successful change management requires to anchor changes in the often invisible and implicit organisational life.
The deep pictures “Leading Change” - throughout all 8 phases of Kotter
How to use the deep pictures “Leading Change”
The deep pictures leading change can be used in various ways throughout a change management process. Especially when a team is at the beginning of the process, selected images and questions can help to explain the dimensions of a change process using the Kotter model.
As a coaching tool, the impulse cards offer added value in every situation, in which pictures say more than a thousand words:
- to promote creativity
- for self-disclosure in team building
- for feedback in communication
- to create a vision or develop a strategy.
The deep pictures in agile retrospectives
What the users say
– Eva, freelance trainer & organisational developer at ETH Zürich