Intermediate Draft Stacey Schultz BUS4802 Change Management Capella University Purpose of Team Development Meeting Our wellness program has previously been referred to as the Achieving Better Health Wellness Program. With the launch of our new wellness program, we are rebranding our program. The new name of this program should reflect the values of the wellness committee as well as those of the company as it promotes the education of employees about wellness objectives and opportunities. This team has been assembled to become champions for the new and improved wellness program. This committee has been established to promote a culture of safety and wellness among the company’s employees and their families. Safety is a top priority, and we recognize the direct connection between health and safety. Responsibilities will include, but not be limited to the following: · Brainstorm and collaborate with peers to create and promote wellness and safety opportunities within Air Liquide. · Assist/facilitate wellness challenge administration · Identify opportunities to encourage and support well-being among coworkers to promote preventative care, well-checks and disease management Participants Team Leader – · Stacey Schultz is a buyer in our Chanhassen office and her favorite activity is yoga. Team Members – · Becky Riesgraf works in human resources in our Chanhassen office and her favorite activity is walking · Amanda Whalen is a Business Analysis in our Dallas office and her favorite activity is running. · Matt Anderson is in the Dallas office and is a Mechanical Engineer with his favorite activity as softball. · Nicole Feist is a marketing coordinator in the Chanhassen office with boxing as her favorite activity. · Mark Stang is a Project Manager in our Chanhassen office and his favorite activity is weight lifting. Change Management Change is scary; there is no doubt about it. We were scared to leave our parents homes for the real world. We are scared to leave relationships and jobs or start new ones for fear of the unknown. Sometimes you just need to jump in with both feet and face the unexpected; it might be the next best thing. Change is endless and constant. We have no choice in the matter except for one aspect; mastering our ability to adapt and to learn. In short, the single most important reason for change mastery is survival. Nature has provided us with many examples of species that have adapted over millions of years in order to survive and thrive until this day. Modern man is one of those examples of adaptation and survival. We as a species did not become the pinnacle of creation by waiting for mutations or relying on physical strength. We mastered our ability to apply what we learned and adapt accordingly. The first part of each change management is to shift a negative view, a resistance to the change. The second part is to create more positive spin, looking at the change with open eyes. By shifting your focus.

1. Intermediate Draft
Stacey Schultz
BUS4802
Change Management
Capella University
Purpose of Team Development Meeting
Our wellness program has previously been referred to as the
Achieving Better Health Wellness Program. With the launch of
our new wellness program, we are rebranding our program. The
new name of this program should reflect the values of the
wellness committee as well as those of the company as it
promotes the education of employees about wellness objectives
and opportunities.
This team has been assembled to become champions for the new

2. and improved wellness program. This committee has been
established to promote a culture of safety and wellness among
the company’s employees and their families. Safety is a top
priority, and we recognize the direct connection between health
and safety.
Responsibilities will include, but not be limited to the
following:
· Brainstorm and collaborate with peers to create and promote
wellness and safety opportunities within Air Liquide.
· Assist/facilitate wellness challenge administration
· Identify opportunities to encourage and support well-being
among coworkers to promote preventative care, well-checks and
disease management
Participants
Team Leader –
· Stacey Schultz is a buyer in our Chanhassen office and her
favorite activity is yoga.
Team Members –
· Becky Riesgraf works in human resources in our Chanhassen
office and her favorite activity is walking
· Amanda Whalen is a Business Analysis in our Dallas office
and her favorite activity is running.
· Matt Anderson is in the Dallas office and is a Mechanical
Engineer with his favorite activity as softball.
· Nicole Feist is a marketing coordinator in the Chanhassen
office with boxing as her favorite activity.
· Mark Stang is a Project Manager in our Chanhassen office and
his favorite activity is weight lifting.
Change Management
Change is scary; there is no doubt about it. We were scared to
leave our parents homes for the real world. We are scared to
leave relationships and jobs or start new ones for fear of the
unknown. Sometimes you just need to jump in with both feet

3. and face the unexpected; it might be the next best thing.
Change is endless and constant. We have no choice in the matter
except for one aspect; mastering our ability to adapt and to
learn. In short, the single most important reason for change
mastery is survival. Nature has provided us with many examples
of species that have adapted over millions of years in order to
survive and thrive until this day. Modern man is one of those
examples of adaptation and survival. We as a species did not
become the pinnacle of creation by waiting for mutations or
relying on physical strength. We mastered our ability to apply
what we learned and adapt accordingly.
The first part of each change management is to shift a negative
view, a resistance to the change. The second part is to create
more positive spin, looking at the change with open eyes. By
shifting your focus, you’ll see the silver lining in change and
find a way to successfully incorporate the changes into your
everyday life. You’ll see that change isn’t so scary when
presented in a format that will drive you to welcome the change,
as well as promote with your fellow team members.
Five Disciplines
Personal Mastery - Mastery is defined as the capacity not only
to produce results, but also to “master” the principles
underlying the way you produce results. (Senge, 1994) Put
Personal in front of that and Personal Mastery is the way to
master yourself, make your own personal vision and strive to be
the best to achieve the goals you have set for yourself. A way
to set a guidebook for your life.
Mental Models - These are the images, assumptions and stories
which we carry in our minds of ourselves, other people,
institutions, and every aspect of the world. (Senge, 1994) This
is how you see the world with your own eyes and how you
process it with your own mind. These are the memories that
you hold onto.
Shared Vision - This is essentially focused around building
shared meaning, potentially where none existed before. Not all
visions are created equal and not all visions get carried out.

4. Creating a vision together is a great way to connect with the
other team members and let your vision be seen by all.
Team Learning – A way to collective share ideas and open
discussion to enhance a team’s way of thinking. Our team is
able to grow together by learning about the current program and
taking what we learned and incorporate into our shared vision
of where we want the program to go.
Systems Thinking - With this mode of thinking you’re able to
see and process everything around you rather than focusing on
one single point. Our goal as a team is to improve an existing
program and make it something the employees will want to use.
Seeing the whole picture and thinking outside of our team is a
way to achieve this goal.
Chosen Disciplines
The Wellness Committee focused on the Shared Vision mastery.
We bounce around ideas and created a space that we can feel
proud of and pass on the other employees of the company. This
is a chance for this carefully selected committee to share how
they live a healthy life and what we can do as a team to reach
out the other employees for everyone to live a long and healthy
life.
What I learned about this discipline from our first meeting is
that my team is all on board with the revised Wellness
Committee. After our second meeting, we are still all on that
page and have started to form our visions into one shared
vision. We’ve talked openly about how we individually wanted
the wellness program to look and collectively we’ve turned
those single visions into one, focusing on what we all thought
was the top priorities.
I feel that while team learning is important and a key factor in
any successful team, that systems thinking served us better.
With this mode of thinking you’re able to see and process
everything around you rather than focusing on one single point.
Our goal as a team is to improve an existing program and make
it something the employees will want to use. Seeing the whole

5. picture and thinking outside of our team is a way to achieve this
goal.
In order to be successful in any team setting we need to have
adaptability and change management, collaborate rather than be
a hero, take risks, build meaningful relationships and
participate.
Team Development Summary – First Session
The first Team Development meeting went off without a hitch.
The team members were happy to be a part of the vision to
revamp the wellness committee. We started off the meeting by
stating our name, location, position, and what our favorite
activity is. After the round of introductions we reviewed the
purpose of the meeting and created the following mission
statement: Provide support and encouragement for wellness
programs to our employees and their families through
leadership, education and communication. Promote increased
productivity and enhance the quality of life of our employees
and their families. Expand our culture of safety to one of safety
and health.
The new vision will reflect the values of this carefully chosen
committee as well as the company. We’ll all become wellness
champions to promote better health and living throughout the
company. We briefly covered what responsibilities might come
up over the next year and what we as champions can do to
support these events.
Our vision is to take this new committee from focusing just on
health and wellness and extend it to include safety, financials
and continuing education, how to live a healthy life in all areas.
There are so many programs and incentives that we offer that
many employees don’t know about. We want to get the word
out to have employees take advantage of these programs to
improve the value of their life.
For the first session we use the checklist for personal values as

6. our team exercise. I opted for this exercise because I selected
Shared Vision as one of our selected disciplines. I feel that by
sharing your personal values, you’re able to open up and expose
yourself to the other members of the team. It’s a great tool to
get to know each other and let everyone explain why they
picked these values.
This exercise was perfect for our team, everyone was willing to
open up and share their personal values. When everyone had
shared, it was interesting to see how many of us had the same
values and it created a space for open discussion.
Team Development Summary – Second Session
The purpose of the second session was to share our ideas for
ways to make the wellness program better along with ways to
get the word out to have our employees utilize the programs to
achieve better health. We revisited the purpose of the team
along with the mission statement. We took a look at the current
programs and to see what’s working, if there’s room for change
as well as what’s not working and how to change it or replace it
with something new. We had some great ideas and it was a
successful meeting.
One of the programs that we currently have in place is a $500
incentive to have your yearly physical. We all take advantage
of this, it’s something that we would do without the incentive
but surprisingly only 60% of employees use this. That’s 40% of
our employees either not getting their yearly physical, which
our insurance covers 100%, or they aren’t aware of the program
and/or where to retrieve the forms.
To promote this, we’re going to work with the editors of our
weekly newsletter that is emailed to each employee and then
posted as a link on our intranet. We’re also going to work with
the owners of the intranet to have this show as the main story
when you first log on. We’ll have a link set up to download the
form that needs to be completed by your doctor along with the
submittal directions.
By having a yearly physical, you’re taking steps to prevent

7. serious diseases, lower your chances of high cholesterol, certain
types of cancers and high blood pressure. In addition, you’re
providing your doctor a baseline to be used for comparison at
futures visits. As the Center for Disease Control and Prevention
notes, treating and curing health problems is easier and more
likely to be successful the sooner you discover their presence.
(Lohrey)
The fishbowl was the chosen exercise for this meeting and it
didn’t go quite as well as the checklist for personal values. We
split into two groups, set the timer for 20 minutes and let the
discussion begin with the topic of what changes can we bring to
the wellness program. The conversation flowed smoothly
between the three talkers while the rest of us observed. At the
end of the 20 minutes we broke into smaller groups and gave
constructive criticism, which wasn’t easy to do.
The team members bounced ideas off of each other and
everyone was so passionate about the topic, that nobody was
really out of line. According to The Fifth Discipline Fieldbook,
the timer should be set for another 20 minutes, discussion
should resume taking into consideration the critique they were
given. I didn’t feel a need for the second round to take place
because there wasn’t really any critique in the first place.
Because of this we were now faced with an unplanned journey.
Which surprisingly worked out well for our team. So often
when we are faced with the unplanned we fall flat on our face
trying to find a way to fill the time. We were able to chat about
our shared vision and how to make this shared vision become a
reality.
Recommendations
The disciplines are tools that can help any team leader host a
successful meeting. I found the personal vision to be the best
discipline for my selected group and agenda. We are creating
something new and exciting and I wanted everyone to be on the
same page and share the same vision. I feel that leaders should
closely look at these disciplines and find the one that best fits
with them. It might be a different discipline for different

8. groups and that’s fine, no two groups are the same.
Conclusion
Getting the team together to promote the changes was the
easiest part. Trying to get the rest of the organization onboard
to accept this change is going to be the difficult part of this
committee. People are set in their ways and used to doing
things one way. We need to be the pioneers and the champions
to help these people see the reason for the change and the
positive benefits that will come as a result for this new wellness
program.
The hand selected committee has the shared vision and the
passion along with the drive to make this re-branding of the
wellness program come to fruition. We have great ideas and
new and exciting programs that we’re excited to roll out to the
rest of the organization. To quote Gandhi, “Be the change you
wish to see in the world.” This team is ready to make that
change and get the rest of the employees on board.
References:
Senge, P., Kleiner, A., Roberts, C. Ross, R., & Smith, B. (1994)

9. The Fifth Discipline Fieldbook Doubleday Publishers New York
NY
Lohrey, J. (2013) What are the benefits of a yearly physical?
Retrieved from http://www.livestrong.com/article/262374-what-
are-the-benefits-of-annual-physicals/Cashman, K. (2008).
Change mastery: leading with agility. Leadership from the
inside out, 2nd edition. San Francisco, CA: Barrett-Koehler
Publishers, Inc.
Additional Resources:
Center for Creative Leadership http://www.ccl.org/Leadership/
is a tried and true resource for leaders who want to learn and
grow.
Crucial Conversations
http://www.vitalsmarts.com/crucialconversations/ is a fantastic
program to help dysfunctional teams get back on track.
Harvard Business School’s weekly “Working Knowledge”
electronic newsletter http://hbswk.hbs.edu/ has a wealth of
leadership and business knowledge to develop your
organization.
Lean Enterprise Institute http://www.lean.org/ is all about
improving efficiency and effectiveness through continuous
learning.
Adaptability
Collaboration
Risk Taking

10. Building Meaningful Relationships
Participative Management
1
HCOM 100, SUMMER SESSION 1, 2014
Your Paper Guidelines
LEARNING OBJECTIVES:
This project provides you with several opportunities, namely:
1) an opportunity to do a focused reflection on any topic of your
interest from introduction to human communication, and show
your expertise on it based upon your class readings, discussions,
lectures, and research.

11. 2) an opportunity to expand your basic communication
knowledge and skill, especially effective listening and speaking.
3) an opportunity to develop or further your research skills.
4) an opportunity to improve your critical thinking and
communication skills in writing.
SPECIFIC ASSIGNMENT
Step 1) Referring to your course syllabus, choose one basic
communication topic (e.g., effective listening, effective
communication, improving self-concept, perceptual barriers to
communication, intercultural communication challenges,
interpersonal relationship, and improving intercultural
communication). Any legitimate communication topic of your
interest will do. Make sure to get topic approval from me.
Step 2) Find three sources on your topic. One of these should be
a peer-reviewed scholarly article. I will show you how to find
such an article. Neither should you use dissertation abstracts
nor books except for your textbook. You may find the article
references at the end of your textbook useful.
Step 3) Read your research-materials carefully paying close
attention to how communication scholars have dealt with your
topic and what insights do they provide us to understand the
topic. You are encouraged to discuss your understanding of the
research materials with your instructor.
Step 4) Think about the benefits of your research. Ask yourself
in what ways your research and readings can help you improve
your basic communication knowledge and skills.
Step 5) After reading and organizing your thoughts, write your
paper following these requirements:

12. A. Cover page with title of your paper, your name, course, and
date
B. Write 5-6 pages of text from the top to the bottom of pages
C. Paper format in APA style (e.g., double space, 1 inch
margins on all sides, typed). For your convenience, a general
outline of how your paper should be written is provided below.
I.
Introduction: Briefly indicate what you will discuss in your
paper. Identify your topic and give two reasons why readers
should pay attention to the topic. Highlight your key ideas that
you will explore in your paper supported by your research and
examples. Present the thesis statement/s that you will develop in
your paper.
II.
Body of your paper: Discuss each of your key ideas drawing
insights from your textbook, lectures, and class discussions, and
then discuss how your research helps understand the topic and
improve basic communication knowledge and skills. Be
specific, thorough, and thoughtful as possible. Be sure to
support your arguments well; draw upon and cite your research
materials in your text where appropriate. Make sure to discuss
your contributions to understanding human communication. Use
good transitions and examples. Discuss your ideas coherently
and substantively.
III.
Conclusion: Summarize your key points and highlight the
lessons you have learned through research and writing this
paper.
References: Give complete references of the articles in APA
style.
Grading Criteria: Your paper will be graded based upon
Organization, Clarity, Substance, Coherence, Style and

13. Thoroughness. Remember, you can and will write this paper at
the college level.
Friendly Note with (:
You are welcome to discuss your ideas with me and seek my
advice. Remember, when in doubt (about anything), ask your
instructor (it is free).
YOUR PAPER IS WORTH 60 POINTS; Draft Paper (10 points)
due on June 6 for peer review and feedback, and Revised Paper
(50 points) due on June 18, 2014.YOU CAN SUMBIT IT
EARLIER BUT NO LATE SUBMISSION WILL BE
ACCEPTED.
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