OVERVIEW
Our training is based on a unique approache to resilience, designed to bring about positive changes in individuals, teams and culture.
In addition to identifying personal strengths and weaknesses, the training provides specific practical tools for developing resilience and stress management skills. The Challenge of Change (CoC) Resilience Training programme is available as either a full day or a half-day.
DELIVERY FORMATS
We can deliver the programme in two ways, each designed to better suit different organisations and businesses.
One Day Programme
The one-day Challenge of Change (CoC) Resilience Training is ideally split over two half-days to provide participants with an opportunity to reflect and to gain experience in using the CoC Resilience tools in an informed way. The period between the two sessions can vary, but even an overnight gap provides an effective opportunity for reflection and consolidation.
Half-day Sessions
The Half-day Challenge of Change Resilience Training programme is not intended to replace the full one-day programme, but is an ideal option when larger numbers of staff are required to go through the training. A minimum of two half-days need to be purchased.
Programme Content
Individual Psychological Insight
The training includes a unique, confidential pre-training questionnaire, the CoC Profile, which provides a comprehensive insight into personal strengths and liabilities in resilience. The questionnaire resulted directly from Derek Roger's research, and has been subjected to rigorous validation. The Profile for the one-day programme comprises eight discrete scales. A four-scale version of the Profile is available on the half-day course. The CoC Profile provides the basis for a focused and detailed action-plan for implementing change.
Waking up and Controlling Attention
The training itself commences with a clear demonstration of why conventional stress management offers little or no practical benefit, based as it is on ill-conceived notions such as life events. By contrast, the basic assumption of the CoC Resilience Training programme is that people are asleep much of the time, and the first steps are waking up and controlling attention. This leads to a clear and simple definition of stress that resonates with participants and forms the basis for the training: that stress is nothing more than ruminating about emotional upset. All that events provide is things to ruminate about, if you choose to do so.
Adaptive Coping Skills
The link between stress and health is then explained in detail using simple diagrams, and shows why your pet cat is unlikely to die of heart disease! The final steps in the programme are becoming detached and letting go, illustrated with the principle of how to catch monkeys. Coupled with the full eight-scale CoC Profile and a series of practical exercises, the training shows exactly how to develop and implement adaptive coping skills that really work. The half-day format includes all four steps, together with the four-scale version of the CoC Profile.
Back-up Material and Reminders
A focused action-planning exercise in the programme provides clear practical strategies for implementing change, and there are take-home handbooks summarising the contents for the full and half-day formats. There are mindfulness and relaxation exercises that individual participants can download from the website, and to help ensure continued practise of the training there is a unique web-based follow-up, the Challenge of Change Refresher. The Refresher is provided automatically 90 days after either the full day or half-day sessions, with unlimited access for four weeks. At the end of the training participants are asked for their honest, anonymous evaluations, which are fed back to the company to provide an immediate assessment of staff responses to the training.
Restructuring/Transition Support
The CoC Resilience Training programme can be adapted to help participants deal with difficult and challenging issues, such as restructuring or disestablishing jobs. In these circumstances the training can help significantly in facilitating the transition and providing support. Participants have commented on feeling much more positive and optimistic about the future, and from an employer's perspective, having an external facilitator in this way can ease the process as well as reducing acrimony and dispute.