Case Study: Workshop - Navigating Change & Growth
Client: Cisco, a global leader in technology and networking solutions.
The Challenge: Cisco’s teams were navigating rapid transitions, including new workflows, team reorganizations, and the introduction of innovative tools. Employees faced stress, uncertainty, and resistance to change, impacting productivity and morale. The company needed an engaging, science-driven workshop to provide practical strategies for adapting to change and thriving in high-pressure environments.
The Solution
I delivered an interactive workshop titled “Navigating Change & Growth: Tools for Adapting to Change and Building Resilience.” The session focused on neuroscience-backed insights, practical exercises, and actionable strategies to help employees manage transitions effectively.
Objectives of the Workshop
Equip employees with tools to adapt confidently to organizational changes.
Teach resilience strategies to maintain performance and well-being under pressure.
Provide actionable steps for thriving in dynamic environments.
Frameworks and Strategies Used in the Workshop
1. ADKAR Model
What It Is: A change management framework focusing on five stages: Awareness, Desire, Knowledge, Ability, and Reinforcement. It helps individuals and teams navigate transitions by addressing personal and organizational resistance to change.
How It Was Applied:
Awareness: Participants identified the reasons behind organizational changes and their impacts.
Desire: Explored personal motivations for adapting to these changes, linking individual growth to organizational success.
Knowledge and Ability: Delivered actionable steps and tools to implement change effectively.
Reinforcement: Participants created follow-up plans to ensure sustained change adoption.
2. COPE Framework
What It Is: A resilience-building strategy focusing on Cognitive Restructuring, Optimism, Problem-Solving, and Emotional Regulation.
How It Was Applied:
Cognitive Restructuring: Helped participants reframe negative thoughts about change into opportunities for growth.
Optimism: Encouraged employees to identify potential positive outcomes from transitions.
Problem-Solving: Breakout exercises focused on addressing specific challenges with actionable solutions.
Emotional Regulation: Introduced techniques like mindfulness and breathwork to manage stress during high-pressure situations.
3. PERMA Model
What It Is: A well-being framework developed by psychologist Martin Seligman, focusing on five elements: Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment.
How It Was Applied:
Positive Emotion: Exercises to help participants focus on small wins during transitions to build a positive mindset.
Engagement: Encouraged employees to identify tasks and projects that align with their strengths to stay motivated.
Relationships: Team-building activities to strengthen trust and communication during change.
Meaning: Connected individual roles to the organization’s broader mission to create a sense of purpose.
Accomplishment: Defined measurable milestones for both personal and professional goals during the transition.
Why These Frameworks Were Effective
ADKAR Model: Provided a structured approach to managing change, ensuring employees understood the “why” and “how” of transitions.
COPE Framework: Focused on building personal resilience, empowering participants to handle uncertainty and stress more effectively.
PERMA Model: Addressed emotional and relational aspects of change, fostering a sense of purpose and engagement.
Together, these frameworks offered a comprehensive toolkit to help Cisco employees adapt to change confidently, sustain resilience, and thrive in dynamic environments.
Workshop Breakdown
Part 1: Understanding Change and the Brain
Key Insight: The brain’s stress response to change and how to manage it.
Interactive Activity: Participants shared their reactions to recent changes and reframed challenges using the COPE Framework.
Part 2: Resilience Strategies
Key Insight: Resilience isn’t innate—it’s built through intentional practices.
Interactive Activity: Breakout groups worked on creating optimism-focused solutions for real-life scenarios.
Part 3: Practical Action Plans
Key Insight: Structured approaches to navigating change prevent overwhelm.
Interactive Activity: Participants used the ADKAR and Eisenhower Matrix frameworks to design action plans for current transitions.
Outcomes and Results
Enhanced Adaptability: Post-workshop surveys showed that employees felt more confident in handling workplace changes.
Improved Team Collaboration: Participants reported better communication and alignment during ongoing transitions.
Actionable Tools: 90% of attendees created and implemented personal action plans within two weeks, focusing on resilience and well-being.
This workshop empowered Cisco employees to see change as an opportunity rather than a threat. With science-driven frameworks and practical tools, they developed resilience strategies to adapt confidently and thrive in high-pressure, fast-changing environments.
Interested in bringing this workshop to your team?