Hypothesis

We believe that Changing Conditions can be used successfully to initiate change when there is impeded progress and delays.

The Challenge

There are people who's involvement in projects directly results in delays and impeded progress because of their behaviour and attitude. Without this person shifting their behaviour or attitude delays will continue indefinitely.

The Case Study

A building and design company had been working with a client to fit out a large part of their building. The work was worth $1.5 million to them. It was partly renovation for staff and part redesign for the large client numbers that visited their show room. They had already completed work with the client in another location that was well received and they had built a good relationship with them. During this time their client employed a new manager who was given responsibility to manage interactions and planning about the project. It seemed to the building company that the new manager wanted to mark her authority on the project. She became very hostile and negative and questioned everything that had already been decided and signed off on before her employment.

Quote about the effect of client's behaviour

"Towards the end of the meeting CR (manager) asked us if we would be happy to only take a portion of the project if we were not successful" "Sitting in a closed room with CR was energy depleting and headache material". "Perhaps she wants the other company to get the job and use what we are going through now to pick holes in us and support her decision. It’s a totally unknown outcome."

When we interviewed the building company staff member, she was very unsure whether they would be awarded the business after they had invested months of time and a substantial amount of money working with the client.

The Experiment

Applying Changing Conditions techniques to this situation to see if noticeable positive changes were seen in current levels of impeded progress and delays.

Due to the complexity and volume of information around this scenario we applied our conversion techniques over a period of 13 days.

Criteria for Success

• To be awarded the building contract
• To have the manager see the value in their proposal not continually picking it apart
• To have the communication with the manager be positive and focused on creating win/win solutions for everybody involved
• To reduce the stress of not knowing whether they would be chosen for the contract

Feedback after Applying Changing Conditions Techniques

This is an extract from an email received 5 days after we applied Changing Conditions techniques with this client.
"I know you are going to smile and say yes, I know but...our meeting with CR (manager) went really well today. We were sitting in the room with a closed door and she was "lighter". She laughed and shared information about herself with us. It was like a wall had a new opening in it and she was able to look through it. I wouldn’t go as far as saying the wall has fallen down but there was definitely a difference. When discussing the brief and questions we had, it felt like all of us were on the same page. When I walked her through the floor plan she didn't have any negative comments. In fact her comment was that she felt we understood what they needed. Given she was asking us if we understood what they needed at the last meeting, it’s a good change. It’s not a winner yet as we will need to meet again and have a final presentation with the completed concept. But magic is still required, but things are moving forward positively. YAY!

Key highlight

The overall outcome was that our client’s design and building company were awarded the contract 5 weeks later for $1.5 million.

Hypothesis

We believe that Changing Conditions can be used successfully to initiate change when there are repeated patterns with negative outcomes associated.

The Challenge

When there is a history of failure that has been repeated with the same activity, then the next time it is attempted those same patterns are likely to repeat.

The Case Study

An Optometrist was due to sit exams and present case studies for an advanced Optometry course to do with contact lenses. When she relocated to Australia she had already twice failed the Optometry registration several years earlier.

Quotes about upcoming exam and case study presentation

"I have self doubt about my capabilities" "I am avoiding the work and study required" "Anxiety and mild panic that I am not going to get the work done, or accumulate all the information I need to present for my case studies" "It's become more of an issue in the last month or two as my time before the exam is shorter, the deadline is closer" Q. What's the worst thing that could happen in this scenario? A. Become more stressed, failure, disappointment

The Experiment

Applying Changing Conditions techniques to this situation to see if noticeable positive changes were seen relating to the same pattern of behaviour repeating (failure of pass exam and presentation)

A number of conversion techniques were applied to this scenario over 5 days.

Criteria for Success

• Settle down and focus on studying so that she didn’t put a lot of pressure on herself by leaving her preparation right up to exam and presentation time
• Manage her constant anxiety and stress levels about the future exam and presentation

Feedback after Applying Changing Conditions Techniques

The exam didn't happen immediately after they were applied but she found she was able to collect the information needed for the case study much easier than it she thought it would be.

Key highlight

When the exam day did come she got 83% on the 1st attempt, well exceeding the required mark to achieve competency. She presented her case studies to the examiner in a confident and thorough manner. She was well pleased with how she applied herself with very little stress involved.

Hypothesis

We believe that people's behaviour can change for the better even with a long history of tension and dysfunction

The Challenge

When there is a history of toxic conflict, behaviour and attitudes towards each other are deeply ingrained and are likely to continue the same way and potentially get worse.

The Case Study

The client has worked for an insurance broking company in sales for 30 years. His manager has been also with the company for the same time. The client has always topped the team in sales year after year. Has a great rapport with his clients and is able to consistently achieve his targets.

The relationship with his manager at various times has been volatile. In these situations, his manager belittles him, micromanages him, yells at him and then profusely apologizes a few days later. The client is very wary of his behaviour and is always worried about how he should respond to his manager’s outbursts. This conflict has deeply affected his mental health and wellbeing. It is a constant source of discussion with his partner and counsellors as it deeply impacts his personal life including over eating and having to restrain himself from physical violence towards the manager.

The Experiment

Applying Changing Conditions techniques to this situation to see if noticeable positive changes were seen in the amount of tension between the two parties.
The situation had 2 conversion techniques applied to the scenario.

Criteria for Success

• The client feels less intimidated and wary of the manager
• There is less tension in their relationship

Feedback after Applying Changing Conditions Techniques

"Great to hear from you.
We met at the Brisbane Hotel (pub) in Mt Lawley. We chatted for an hour and we didn’t speak about work at all, I brought up about retirement and what plans he had in place when he did retire.
Manager said he would play golf and continue to help at the local footy club his sons played at. Also, a little travel, but realistically he hadn't thought about it in depth.
He asked me, and I provided some of the plans both wife and I had set up when retired, for example getting my bus drivers licence and Real estate licence to give me options and a little spending money when I do retire and If I wanted to work a couple of days. I mentioned I had completed the Bus Driver application a week earlier.
Manager was relaxed and was a little softly spoken and was very polite to me and wasn’t that normal in control trying to dominate me. He didn’t say anything nasty or try and be funny.
I was very calm and relaxed myself and just spoke about the topic of retirement we had been talking about. After the hour and two beers we left. What do you make of that???"

Key highlight

​Less tension and no signs of intimidation after the techniques were applied

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