Live Streaming
Change Workshops

  • Bob Miglani
  • Karen Phelan

We design and deliver Change Workshop Experiences that help people and organizations get unstuck and move forward.

  • Feel better about uncertainty
  • To be more open to new ways of working & thinking
  • Regulate their own anxiety and emotions
  • Owning it & having personal responsibility
  • Taking action to move forward
  • Our approach is to design change workshops that focus on the Human Experience and how we experience the world as whole people - through our intellect, subconscious, emotions and body.

  • In order to move forward, we need to align our whole person with the change.

    Because we believe that people don’t change because they’re told to do so.

    People change because they make a CHOICE mostly based on emotion and feelings, not logic and reason.

LEARNING OBJECTIVE AND OUTCOME

To move people from a sense of discomfort toward embracing change.

OUR METHOD

Understanding limiting beliefs and turning them from negative to positive, transforming losses into opportunities.

Live Streaming
Workshops for Teams

Customized Change Workshops
For Different Organizational Needs

  • Harmonize Post-Merger
    Organization

  • Overcome Obstacles
    to Change

  • Redirect Uncertainty
    to Opportunity

  • Create a Change &
    Growth Mindset

“Bob Miglani is a master at his craft! Bob’s message was relevant and truly hit home with our leadership group. Bob spoke passionately about the challenges that leaders face today. The entire room was engaged throughout his entire presentation. Our leaders were left inspired and equipped with actionable tools to help them EMBRACE the CHAOS.”

Liz Lucadamo, Learning & Development Leader – Whole Foods Market Northeast Region

Harmonize Post Merger Organization

The Problem

Disengagement, mistrust and lack
of focus often result post merger.

Typical post-merger integration efforts focus on headcount
reductions and synergy savings at the cost of potential revenue
growth. This focus on the numbers, along with numerous,
disparate, top-down edicts, leaves employees feeling a loss of
control, confused about future, and, sometimes, even
dehumanized.

While the outcome of synergies are often realized quickly, the
resultant demotivation, disengagement, and distrust often linger
and fester, impeding the new organization from realizing its
potential for growth. This is because the causes of these feelings
are usually ignored – the loss of the many intangible assets an
employee has accumulated over the years, like promises, favors
owed, reputation, and other goodwill, and uncertainty about their
future.

Our Approach

We believe that in order to boost engagement post
merger, we need to address what people feel they
have lost in the merger first and foremost. If the
underlying sense of loss is not addressed, colleagues
will be distant, disengaged and slow down the process.

ASKING POWERFUL QUESTIONS DURING
THE WORKSHOP SUCH AS:

What have you lost in this merger?
What are the intangibles that you care about? Friendships?
Camaraderie? Loyalty? Reputation? Promises?
What choices would you like to have?

THEN, WE REFRAME THE LOSSES AS OPPORTUNITIES
FOR REINVENTION AND RENEWAL:

What were you lacking before the merger?
What do you think you can gain with this merger?
What future would you like to create for yourself and others?
We then move forward towards Reinvention, turning what
seems like a negative into an opportunity for growth in the
new situation.

Overcome Obstacles to Change

The Problem

While many change efforts start with a
vision of where they want to be and a
plan to get there, oftentime, existing
barriers to change get overlooked and
the implementation fails.

Those barriers consist of both organizational structures
keeping employees stuck in their current operating mode,
like performance rewards, and internal mindsets that prevent
them from moving forward, like stress or information overload,
which hog people’s mental capacity for new behaviors.

Our Approach

We believe that in order for change to stick, we first
need to identify and remove the organizational barriers
that may be impeding progress, like reporting structures
and performance rewards. We’ll map these out and
develop a plan to address them.

Once we’ve identified organizational barriers, we’ll begin
examining limiting beliefs and mindsets and experiment with
adopting new ones.

Redirecting Uncertainty Into Opportunity

The Problem

Radical transformations require
creative thinking and a mindset of
experimentation, which is often
suppressed by fear.

Radical transformation requires innovation and creativity, and
creative thinking requires both a sense of security and optimism
for the future. However, when we face uncertainty, we often fall
prey to fear and default to the past way of thinking because it
gives is comfort and certainty. This closed mindset is
characterized by:

  • Internal focus / myopia
  • Habitual behaviors
  • Shock, discomfort, denial – unproductive reactions
  • Fixed state mentality
  • Overwhelmed by complexity

Our Approach

We believe that people possess a tremendous
capacity for creativity and change, under the right
circumstances. We use story telling as a method of
identifying the right conditions for individual change,
including emotional, intellectual, and psychological
needs, and then use those stories to build resilience
and optimism.

We also believe that creativity is easy to achieve with intuitive
techniques like modeling, thought experiments, and leading by
curiosity and we conduct some simple exercises that alter
perspective and expand people’s repertoire of behaviors.

FOR ORGANIZATIONS FACING:

Embracing a Change & Growth Mindset

The Problem

People are stuck in the past, resisting
change and impeding the organization
from moving forward

At the root of the resistance to change lies the notion that we
have lost control of job & career. People need to feel like they
have control & certainty.

Colleagues resist change in subtle ways, hindering efforts to
grow. They may say the right things but their behaviors return to
their old routines. Or they may find excuses for why the change

“We tried that but it didn’t work.”

“We don’t have enough resources to do
what you’re asking me to do now.”

Lack of engagement or interest in new initiatives, being
proactive or delaying decisions impedes progress frustrating
other colleagues and management teams.

Our Approach

We believe that people don’t change when they’re
told to. They change through self-discovery and
choice. The impetus to embrace change must come
from within, often sparked by dialogue and an
interest in listening.

IN ORDER FOR COLLEAGUES TO BE OPEN TO CHANGE, THEY MUST:
  • 1 Let go of the past mindset and ways of working
  • 2 Accept that while they don’t have control over the change – they do have control over the actions they take – and the mindset they have
  • 3 Reduce overthinking and overanalysis
  • 4 Re-Imagine a New Future that pulls them forward
  • 5 Take action

Testimonials

It was wonderful to work with Bob. Not only
was he a lively, engaging and a wonderful
speaker facilitator in how he managed the
messages around change, but his style of
engagement prior to and in preparation of
the engagement
was unparalled.

Staff were very well engaged and we received a lot
of great feedback from our employees about the
positive impact Bob made. It was an honor to have
Bob be a part of our organizational change journey.

– DR. MICHELLE MURRAY, CEO/PRESIDENT, NEXUS

“You knocked it out of the park. Your
questions caused a sea change, a radical
AHA….Karen, you are so such a rarity.

Not only are you smart beyond compare, your ability
for reflection, seeing the flaws, and the humor of it all
have been an inspiration.”

-BARBARA QUINN, CONFERENCE BOARD OF CANADA

Bob Miglani delivered an amazing Embrace
the Chaos experience in speaking and the
workshop he did for our organization.

Bob’s depth of experience plus powerful stories really
connected with our group who recently merged as one
company – and inspired them to move forward despite
the change and disruption to – Embrace the Chaos.

-MATT CAMPION, EVP CLIENT SOLUTIONS, SCHLESINGER GROUP

Workshop Leaders

BOB MIGLANI

  • Bestselling Author of Embrace the
    Chaos
    and Make Your Own Luck
  • Ex-Pfizer Inc. 23 years
  • Created a new division at Pfizer
  • Led teams through acquisitions and
    mergers and organizational change
  • Managed colleagues in multiple
    countries
  • Served on the Management Team at
    NASDAQ listed company
  • Successful experience of reinventing
    teams in complexity and uncertainty

KAREN PHELAN

  • Bestselling Author of, I’m Sorry I Broke Your Company, a humorous dissection of management consulting practices.
  • Expertise in using role modeling to
    improve communication, innovation, and
    team building in change workshops.
  • 20 years experience in business
    transformation with Cap Gemini E&Y and
    Deloitte
  • Management positions at Pfizer and
    Johnson & Johnson
  • Holds two engineering degrees from MIT
We Help People
Embrace Change
Through the Human
Experience of...
Self-Discovery & Choice
Get in Touch

How We Work With You

  • ASSESS
    YOUR NEEDS

    Pre-workshop interviews to
    understand:

    1. • Problems & Obstacles
    2. • Culture & People
    3. • Vision & Goals
  • CUSTOMIZE
    DESIGN

    Create custom agenda,
    activities, and workbook
    for your review and
    feedback.

  • CONDUCT
    INTERACTIVE
    WORKSHOP

    Lead participants through an
    engaging self-discovery process
    to create a personal action plan.

  • FOLLOW UP

    Follow up with individuals
    to assess progress,
    determine additional
    interventions, if needed,
    and get feedback.