Inspired by John Kotter’s ‘fable’, Iceberg Alert!
Using whichever online meeting platform suits you best, and our collaborative platform, take the plunge into a virtual activity.
ChangeBooster is a game to help team members to understand and embrace change together.
What if we were playing… for a change?
The key to adapting to a new situation is involving everyone.
The ChangeBooster game, with its team-based and non-hierarchical approach, is inspired by John Kotter’s ‘fable’, Iceberg Alert! to demonstrate and train for change management.
Your mission will take you on a virtual journey to China to rescue pandas threatened with extinction because of the loss of their bamboo.
The Forestry Department is calling for applications to save the Chinese Pandas. The fact is, as a result of deforestation, intensive agriculture and urbanisation, there is no longer enough bamboo for the pandas. They risk starving to death.
You are a team of experts in change management. You will have to help Po, the director of the forestry department, with his project. It’s up to you to prove that you are the best!
Change Booster is supported by a consultant specialising in change management.
Thanks to this expertise, all the training information is looked at again in more depth during the debriefing, when the consultant completes and expands on the ideas encountered during the game.
The consultant can also work ahead of time with the client to get to grips with their issues and carry out a specific debriefing.
This is how participants can make the link between the tools and information they have discovered and the change they are facing
It’s D-day, an organiser is waiting for you on the video platform confirmed beforehand with the project manager.
The organiser immediately launches the participants right into the heart of the scenario…with his Po hat on he explains to the participants the concept of the game and the rules to follow…the briefing concludes with the distribution of the teams into their respective virtual breakout rooms.
During the briefing the participants were given the link to the game.
First instruction: divide up the roles within the team and carry out the various missions. Communication and collaboration will be essential, with each role possessing specific information, which must be combined to find the answers.
Will you be able to help Po to lead the change effectively?
Now that the missions are over, it is time for the consultant to gather the participants for a moment of discussion.
The time has come to take stock, how did the teams find the game, what were their various strategies?
Together, the expert and the players fill in and expand on the ideas encountered during the game.
Now we’ll have to put them in the right order to start at the beginning. That’s better!
Put the 8 stages of change in order.
The aim is to get them to accept and embrace the change. But not everything depends on them. It is important to take up the right position for the various phases of change. In the denial phase, what do you think is the right position to take.
You will help me to build the steering team and support me with the members of the Panda Family Board to lead this change project.
The board members left their business cards, take 2 minutes to look at them.
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