Table 2.
The five steps in the COP-workshop
| Aim of step | Question | Individual activity | Group activity | |
|---|---|---|---|---|
| Step 1a | Explicate the aspired results of the change process; the purpose | What will success look like? | Responses on post-it notes, one note per response | |
| Step 1ba | Explicate the unintended consequences of the change | What unintended consequences could the change lead to? | Responses on post-it notes, one note per response | Sort out notes with probable and/or relevant consequences |
| Step 2 | Identify change components | What are the core components of the change process? | Responses on post-it notes, one note per response | |
| Step 3a | Create and name themes summarizing the purpose (step 1a, subgroup 1) and content (step 2, subgroup 2) in about 6–10 themes | How can the notes be grouped in a way that is meaningful to you? How does that converge with others' ways of understanding? | Reflect on individual understanding, move post-its in silence | Sort notes together in silence. Then discuss what characterizes each theme |
| Step 3b | Accumulate sub-group knowledge and individual reflections for the whole group | Were you alike? Where do views differ? | Reflect together on where there is agreement and where there is not as well as what you are learning | |
| Step 4a | Identify what needs to be done (process of change) | What needs to be done to make the change happen? | Answers/reflections on post-it notes, one note per answer | |
| Step 4b | Assign what needs to be done to the relevant players in the organization | Who needs to do what for the change to be successful? | Work in pairs, decide central roles and assign each task to the relevant role | Reflect together on where there is agreement, where there is not, and what you are learning |
| Step 5a | Identify factors/elements that would enable the managers to succeed in their role | What do the managers need to succeed with their tasks/responsibilities? | Answers/reflections on post-it notes, one note per answer |
Note(s): aThe information was not further processed during the workshop. It intended to ensure reflection on unintended consequences and need for support; the group was handed back the documentation to utilize in their continued change efforts