Bob Miglani
Karen PhelanWe design and deliver Change Workshop Experiences that help people and organizations get unstuck and move forward.
Our approach is to design change workshops that focus on the Human Experience and how we experience the world as whole people - through our intellect, subconscious, emotions and body.
In order to move forward, we need to align our whole person with the change.
Because we believe that people don’t change because they’re told to do so.
People change because they make a CHOICE mostly based on emotion and feelings, not logic and reason.
To move people from a sense of discomfort toward embracing change.
Understanding limiting beliefs and turning them from negative to positive, transforming losses into opportunities.
“Bob Miglani is a master at his craft! Bob’s message was relevant and truly hit home with our leadership group. Bob spoke passionately about the challenges that leaders face today. The entire room was engaged throughout his entire presentation. Our leaders were left inspired and equipped with actionable tools to help them EMBRACE the CHAOS.”
Liz Lucadamo, Learning & Development Leader – Whole Foods Market Northeast Region 
Typical post-merger integration efforts focus on headcount
reductions and synergy savings at the cost of potential revenue
growth. This focus on the numbers, along with numerous,
disparate, top-down edicts, leaves employees feeling a loss of
control, confused about future, and, sometimes, even
dehumanized.
While the outcome of synergies are often realized quickly, the
resultant demotivation, disengagement, and distrust often linger
and fester, impeding the new organization from realizing its
potential for growth. This is because the causes of these feelings
are usually ignored – the loss of the many intangible assets an
employee has accumulated over the years, like promises, favors
owed, reputation, and other goodwill, and uncertainty about their
future.
ASKING POWERFUL QUESTIONS DURING
THE WORKSHOP SUCH AS:
What have you lost in this merger?
What are the intangibles that you care about? Friendships?
Camaraderie? Loyalty? Reputation? Promises?
What choices would you like to have?
THEN, WE REFRAME THE LOSSES AS OPPORTUNITIES
FOR REINVENTION AND RENEWAL:
What were you lacking before the merger?
What do you think you can gain with this merger?
What future would you like to create for yourself and others?
We then move forward towards Reinvention, turning what
seems like a negative into an opportunity for growth in the
new situation.
Those barriers consist of both organizational structures
keeping employees stuck in their current operating mode,
like performance rewards, and internal mindsets that prevent
them from moving forward, like stress or information overload,
which hog people’s mental capacity for new behaviors.
Once we’ve identified organizational barriers, we’ll begin
examining limiting beliefs and mindsets and experiment with
adopting new ones.
Radical transformation requires innovation and creativity, and
creative thinking requires both a sense of security and optimism
for the future. However, when we face uncertainty, we often fall
prey to fear and default to the past way of thinking because it
gives is comfort and certainty. This closed mindset is
characterized by:
We also believe that creativity is easy to achieve with intuitive
techniques like modeling, thought experiments, and leading by
curiosity and we conduct some simple exercises that alter
perspective and expand people’s repertoire of behaviors.
At the root of the resistance to change lies the notion that we
have lost control of job & career. People need to feel like they
have control & certainty.
Colleagues resist change in subtle ways, hindering efforts to
grow. They may say the right things but their behaviors return to
their old routines. Or they may find excuses for why the change
“We tried that but it didn’t work.”
“We don’t have enough resources to do
what you’re asking me to do now.”
Lack of engagement or interest in new initiatives, being
proactive or delaying decisions impedes progress frustrating
other colleagues and management teams.
It was wonderful to work with Bob. Not only
was he a lively, engaging and a wonderful
speaker facilitator in how he managed the
messages around change, but his style of
engagement prior to and in preparation of
the engagement
was unparalled.
Staff were very well engaged and we received a lot
of great feedback from our employees about the
positive impact Bob made. It was an honor to have
Bob be a part of our organizational change journey.
– DR. MICHELLE MURRAY, CEO/PRESIDENT, NEXUS
“You knocked it out of the park. Your
questions caused a sea change, a radical
AHA….Karen, you are so such a rarity.
Not only are you smart beyond compare, your ability
for reflection, seeing the flaws, and the humor of it all
have been an inspiration.”
-BARBARA QUINN, CONFERENCE BOARD OF CANADA
Bob Miglani delivered an amazing Embrace
the Chaos experience in speaking and the
workshop he did for our organization.
Bob’s depth of experience plus powerful stories really
connected with our group who recently merged as one
company – and inspired them to move forward despite
the change and disruption to – Embrace the Chaos.
-MATT CAMPION, EVP CLIENT SOLUTIONS, SCHLESINGER GROUP
Pre-workshop interviews to
understand:
Create custom agenda,
activities, and workbook
for your review and
feedback.
Lead participants through an
engaging self-discovery process
to create a personal action plan.
Follow up with individuals
to assess progress,
determine additional
interventions, if needed,
and get feedback.
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