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Interaction Methods

Discover how interaction methods shape change in organizations, alleviate fears, and foster communication.

In the world of change management, there’s a multitude of tools to actively engage employees and promote interaction. These interaction methods play a critical role in the dynamic landscape of organizational development. They keep those affected by change up-to-date and offer them a chance to participate in shaping the change, reducing, or even preventing fear.

Information Sessions and Exchange Platforms: Let’s start with information events. A prime example is the “Ask the Expert Session”. In these meetings, employees and experts come together to discuss current challenges. Everyone has the opportunity to ask questions and learn from others’ experiences. “Fail Nights” also serve as valuable exchange platforms where employees share their failures and what they’ve learned from them. Other popular methods to disseminate information, particularly in large organizations, are so-called Town Hall Meetings. These are gatherings where all employees come together to learn about and discuss ongoing changes.

In our experience you increase the acceptance of the change significantly, if you involve impacted emplpyees early in the process.

The Role of Change Communities and Stakeholder Meetings

A central factor in the change process are the Change Communities. For example, networks of change agents regularly exchange ideas at meetings and events. They are multipliers, meaning all change agents possess the same information and can disseminate it to other employees in their departments. Another crucial element is Stakeholder/Sponsor Sessions. These are guided meetings where sponsors are presented with details and can provide feedback.

Teambuilding Events, Workshops, Games, and Agile Teamwork: Team events, workshops, and cross-team sessions are crucial for strengthening mutual understanding and cohesion, as well as breaking down silos. Change games help to clarify changes, and new tasks and collaborative methods can be learned in a playful manner. Agile methods are excellent for actively allowing employees to participate in shaping the change. The SCRUM model is a prime example. Within this framework, employees are encouraged to collaborate independently and address issues concerning the impending change, optimally utilizing their individual skills.

The Learning Journey

All measures can be assembled into what we call a “Learning Journey” based on the change and need: a path of learning and personal development that helps all participants face the challenges of change and actively shape them.

Conclusion: The Power of Interaction - As you can see, the use of interaction methods is a potent tool for successfully managing change in organizations. They reduce fears and promote exchange, collaboration, and learning.