Personal Insight Workshops (PIWs) are powerful interventions aimed at initiating and accelerating significant mindset and behavior change within a team, group, or organization. Designed and tested by the world's premier strategy consulting firm, these tailored workshops have been successfully rolled-out across several Fortune 500 corporations and are now customized and delivered in North America by Mobius Executive Leadership.

Context:
Organizations undergoing profound change in culture, direction, or executional priorities are often most challenged in initiating and sustaining the change across business units, teams, and even key individuals. PIWs are designed, and focus on the subtle, and often overlooked root drivers of individual, team and organizational change.

Profound change is not change – it is transformation:
The PIW is framed around a key distinction – significant change must be seen not as simply a new way of doing things, but actually a radical shift in root perspective – a transformation which is as much about growth as it is about improvement, as much about alignment and accountability as it is about strategy.

Individuals transform, then organizations:
Whether the transformational context is team group, or organizational – the driver or all transformations is individual. The PIW focuses on the individual and the insights that trigger the fundamental shifts in mindsets and behaviors – it is not work, or personal – its both.

External motivation wanes, internal motivation sustains:
Most change efforts focus on external drivers of change – systems, policies, incentives, training, etc. However, humans react to external motivations with resistance, and deeper entrenchment of the status quo. The PIW encourages a more expansive and adaptive outlook, one that internalizes the locus of accountability for transformation within individuals, creating an enthusiastic critical mass of change champions within an organization.

Transformation is emotional, emotional intelligence is critical:
The reason for change may be clear, logical and rational, but human behavior is not. An organization going through significant change can be one of the most emotional environments in the business world. The PIW also delivers significant shifts in the emotional intelligence and literacy of an organization.

Overview:
The PIW is a high impact, two-day intervention for up to thirty people delivered by intensively trained and experienced professionals. Starting with the organizational context and direction for change, the workshop quickly moves into the personal domain challenging participants to find the meaning and courage to shift some of their habits of mind and behavior, as much for themselves as the organization. Although highly customized to the specific context, core elements of the workshop would include:

Thousands of executives, managers and front-line workers have experienced PIWs over the past few years, with remarkable organizational and performance-changing results.

Organizational Change Model:
We believe that sustainable transformation is only possible when both hard and soft levers are pulled in synchrony. Getting people to change their mindsets and behavior takes four key elements. The first is understanding and commitment: People must know why they need to change, and really want to do it. The change must be meaningful for them. Second, they need systems and structures that are aligned and consistent with the new behaviors the organization expects. Third, people must believe that they have the skills and competencies necessary to behave differently. Finally, they need role models: it is crucial to see leaders behaving in the new way – these leaders can be at all levels within the system.

If any of these elements is missing, a shift in individual mindsets and behaviors is unlikely to take place. If it does not, then the corporate culture will not evolve as desired.

We also believe that true transformation comes when individuals across a system or an organization experience transformation first-hand. This means that a scale-up or roll-out of a system transformation is actually a series of 'mini-transformations' in which individuals and groups of individuals undergo their own end-to-end transformation program and personal experience. By experiencing their own transformations (being involved in co-creating the system improvement initiatives), people are much less likely to revert to old behaviors, thus increasing the likelihood that the transformation is sustainable and that the people/organization is better prepared to adapt to new challenges as conditions change.

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