Accessible and playful perspective on the impact of changes in an organisation. A number of tools are provided that can be applied in practice.
Not a boring theory, but through the use of humour and recognisable scenes, the message comes through well.
It is a fun and interactive way to learn, especially about a difficult subject like change management!
Klein Barnum offers a surprising insight into employee behaviour, confrontational without being confrontational.
The way of enthouisiasm. Getting people on board with your story in a positive way.
Recognisable, funny and insightful. An eye-opener in a playful way!
Very recognisable, playful and pleasant cooperation.
Something really different for a change. A well-spoken audience is worth two.
The cases are very recognisable, the methodology creative and engaging.
For companies in transition: a must.
Humour, recognition and interaction make the audience feel pleasantly involved.
I also received a lot of positive feedback.
Klein barnum proposes a unique way to make people understand what change is, by linking it to our everyday lives.
Recognisability of the sketches, simplicity of explanation.
A motivating eye-opener during your lunch break, presented in a recognisable, professional and enthusiastic way, with limited but efficient requisites.
An ideal kick-off for an in-house workshop on change where, after the performance, work is continued in smaller groups with facilitators from the company (not necessarily hierarchical superiors!). Puts everyone in the same direction and creates a positive and constructive climate through humour, recognisability and a refreshing approach. Highly recommended!
Recognisable situations, even if they are about other companies. Interactive, but in a group, without putting anyone in an unpleasant situation.
Actors, who are used to empathising with a role, radiate this to the audience. Because of the recognisable situation, the audience is drawn into the story. When the audience steps into the story, they also feel the emotions. When they feel those emotions, they can also recognise them in their colleague. When they recognise these feelings in themselves and in the other person, they are able to understand the feelings of others. When they understand, they are ready to push the cart of change.
A top performance that opened our eyes.
Recognisable, humorous, the whole format in a time span of over an hour, the concept lends itself to keeping the story alive afterwards by means of the "locations" where one can find oneself in the process of change.
Recognisability, respect for the audience by working with the colour book, as a spectator you become clearly aware that you are going through a process of change.
Recognisable and enlightening.
Clearly visible result in one hour.
Inspiring, light-hearted and clearly presented. It sticks in your mind.
Very good actors! They bring the message to your employees in a playful, humorous and recognisable way.
The game of changes
Both in society and in business, change is increasingly becoming a constant factor for everyone. Despite this, many change programmes focus on the executives who implement the change. This presentation aims to empower the entire organisation: also those who are affected by the changes.
The ‘Game of Changes’ invites the participants through theatre to look at changes in a positive way. The first part focuses on: 'Change, what does that do to a person? The audience experiences how the actors go through the different emotional phases that one can experience during a process of change. That way, in this first part, the impact that change can have is acknowledged.
Recognition of emotions
- The actors play humorous, recognisable situations that make the emotional impact of a change tangible.
- You are actively involved: after each scene, you indicate the phase in which you think the actor is ending up and the extent to which it is recognisable in your organisation.
- Recognisable changes come into play: move, new customer approach, merger, automation, etc.
In the second part, the actors focus on what people can do themselves: ‘A person, what can they do when faced with change?’. The game shows, in the form of ‘ chance cards’ a number of concrete tips that empower and help the participants to get a better grip on the new situation. The actors re-enact and remedy a number of scenes on the basis of these ‘ chance cards’:
- Ask the ‘reason why’
- Speak up!
- Expand your influence
- Take a moment to be proud
- Mistakes are allowed
The combination of humour/recognition/responsiveness is the ideal kick-off for successful communication during a change process.
- Performed by 3 actors
- Up to 400 participants
- Duration: 1h00
- Technical sheet on request
You want to know more ?Contact us for a meeting.
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