.Category
{Organization}
.Stage
{Beyond Basics}
.Title
{Change Ain't What It Used To Be}
.Minimum
{2-person team or work group}
.Ideal
{2-5 people per temperament group}
.Maximum
{No more than 8 people per temperament group.  If any one temperament has more than 8 people, create multiple groups of that temperament.}
.MinTime
{30 minutes}
.Maxtime
{90 minutes (the more people and temperaments involved the more time this exercise takes)}
.Objective1
{To establish the impact that different temperaments have on change}
.Objective2
{To better utilize the gifts and take into consideration the liabilities of each of the temperaments as they relate to change processes}
.Materials1
{Flipchart paper}
.Materials2
{Markers}
.Materials3
{Masking Tape}
.Instruct1
{This exercise assumes that participants have had an introductory session explaining the temperament groups.}
.Instruct2
{In temperaments groups, participants have 10 to 15 minutes to answer on flip chart paper the following questions:}
.Instruct2a
{For effective change to take place, what must happen?}
.Instruct2b
{What is my greatest contribution to the change process?}
.Instruct3
{When all groups have finished, groups disclose their data one point at a time.  In other words, the NF group shares what must happen for effective change to take place—the NTs then do the same, followed by the SJs and the SPs or whatever groups are represented in the group.  Each question is answered by each of the groups—one question at a time.}
.Instruct4
{After each group's presentation, questions and comments from the other groups should be allowed and encouraged.  These questions should be addressed to and answered by the groups that presented, and the facilitator is only a backup resource. }
.Instruct5
{Do not attempt to present data from groups that are not represented in the team.  This is not an exercise designed to give insight into the temperaments; this is an exercise using temperaments that is designed to enable team members to verbalize their expectations and needs to each other around change and the change process. }
.Instruct6
{Once each of the groups have finished sharing the answers to both questions, the temperament groups reflect for about ten minutes on the data that have been generated from the other groups and discuss and be ready to share the following:}
.Instruct6a
{What could my temperament teach the other three about bringing about meaningful change?}
.Instruct6b
{What could my temperament learn from the other three about change?}
.Debrief1
{Back in the large group, temperament groups share the lessons they could both teach and learn.  There should be some discussion from each group, if not each individual, but this is ideally a quick report out with brief and focused insights—taking 10 to 15 minutes.}
.Debrief2
{Each individual then fills out a “Change Initiative Action Plan” (see Other Handouts), which has the following three questions on it:}
.Debrief2a
{3 to 5 benefits of my temperament as it relates to change are:}
.Debrief2b
{3 to 5 potential liabilities of my temperament as it relates to change are:}
.Debrief2c
{3 to 5 actions I will take to bring about more meaningful change are:}
.Debrief3
{One at a time (or in triads if the group is large), participants share at least one benefit, one potential liability and one action they will take.}
