The document summarizes a seminar on dealing with change fatigue, including panel discussions on new approaches to ensuring employees can embrace change. It also describes how sport can provide an experiential learning environment to accelerate organizational change. Additional sections discuss promoting resilience during change situations, using consultation syndicates to examine learning, and a new approach to fitness called "Wildfitness" focused on natural movement.

1. http://www.crelos.com Dealing with Change Fatigue 20 th January 2011 One Moorgate, London.

2. Agenda Panel discussion, followed by Q&A: Dealing with Change Fatigue 17.55 Close 19.00 Drinks reception 18.20 Wild Fitness: a new approach to change Edward Drax, CEO of Wild Fitness explores new approaches for ensuring that your people are in the correct mental and physical state to react to, embrace and lead change 17.30 Sport as a Vehicle for Change Matt Johnson, Director of Basketball at Reading Rockets and GB U20 Women’s Assistant Coach, and Miriam Batten, Olympic Rowing Medallist explore how sport as a learning vehicle provides a compelling learning environment that accelerates behavioural and organisational change 17.10 Consultation Syndicates A novel way of examining and sharing learning about a subject 16.15 Promoting Resourcefulness and Resilience in Change Situations Ali Gill, Co-founder of Crelos, business psychologist and Executive Coach 16.00 Detail Time

3. http://www.crelos.com Ali Gill 20 th January 2011 One Moorgate, London. Promoting Resourcefulness and Resilience in Change Situations

4. http://www.crelos.com Consultation Syndicates 20 th January 2011 One Moorgate, London. Experiential Master Class

5. The Process Your Table Volunteer Consultant Observers

6. http://www.crelos.com Matt Johnson & Miriam Batten 20 th January 2011 One Moorgate, London. Sport as a Vehicle for Change

8. Sport as a Vehicle for Change Just a Team Build or a unique opportunity for self awareness and to try out new behavioural skills. To Create a Powerful Behavioural Learning Experience Bespoke Approach - Our Expertise to Identify your Objectives Enhancing “High Performance” - selection of appropriate venue and other supporting aspects Experiential Learning - A Blend of High Energy activity under pressure/competition plus individual/team reflection A Dynamic Mix - World Class Coach plus an Expert Behavioural Facilitator with experience in top level sport

9. Different Design Different Outcomes Basle The Challenge Engaging Senior Women in a challenging boardroom culture The Approach ‘ Chimp’ management Use Positive Self Talk Individual, small group, full team challenges The Outcomes A positive approach “out of comfort zone” Life Changing Experience Confidence in trying new approaches of leadership Hampshire The Challenge Large change agenda 3 Teams one culture The Approach A Vision (broken into sections) Culture of Passion/Performance High Level Comms The Outcomes Focus on “chunks” One team not 3 units Be honest “no barbi talk”

10. “ For me the event was life-changing. I had always considered myself not at all sporting. At school I was never picked for the team. In the space of an afternoon, I learnt to love the game of basketball ” Female leader, Women’s Leadership Programme “ I learnt a lot about myself. This experience taught me about negative self-talk. I didn’t realise how much it was holding me back. Now I know that most people experience this, not just me, I feel confident that I will be able to do more”. Participant—Crelos Sport for Leaders event It's a privilege to be a part of the program and receive time to focus on my leadership skills. Looking forward to put in practice what I learnt. Participant – Novartis, F&A Leadership Programme “ Fun activity emphasizing the learning curve and courageous leadership/team work.” Participant – Novartis, F&A Leadership Programme

11. http://www.crelos.com Edward Drax 20 th January 2011 One Moorgate, London. Wildfitness: A New Approach to Change

12. A philosophy for life-long health

13. “ Before beginning an exercise programme, consult your doctor”

14. “ Before beginning a programme of physical inactivity consult your doctor”

15. 23 million years as Apes 6 million years as Hominids 200,000 years as Hunter Gatherers 10,000 years as Farmers 100 years as Industrialised ‘Zoo Humans’ Evolution Of Humans

16. “ The Primate Predicament”

17. Environment

18. Work

19. Food

20. Movement

21. Leisure

22. Stress Acute Chronic

23. Sleep

24. Social

25. Something, Somewhere Went Terribly Wrong!

26. “ The deviation of man from the state in which he was originally placed by nature seems to have proved to him a prolific source of diseases.” Edward Jenner, the “Father of Immunology” 1749 - 1823

27. Noncommunicable / Chronic Diseases “ Noncommunicable diseases , principally cardiovascular diseases, cancers, diabetes and chronic respiratory diseases caused an estimated 35 million deaths in 2005 . This figure represents 60% of all deaths globally … … projected to increase by a further 17% over the next 10 years.” World Health Organisation

28. Deaths from Chronic Diseases as % of All Deaths World Health Organisation 2002 data 2005 data

29. Hidden Costs Affecting Companies’ P&Ls Absenteeism Presenteeism ( defined as reduced performance & productivity due to health while at work ) Staff turnover Their associated direct costs and… Reduced morale & productivity Poor communication Poor decision-making Inefficiency & wasted resource Poor customer service Brand degradation

30. Causes of Short & Long Term Employee Absence Short Term (<4 wks) Long Term (>4 wks) Causes & Their Ranking Manual Non-man Manual Non-man Minor illness (eg colds/flu, stomach 1 st 1 st 9 th = 8 th upsets, headaches & migraines) Acute medical conditions (eg stroke, heart 1 st 1 st = attack, cancer) Musculoskeletal injuries (eg neck strain & 2 nd 3 rd 2 nd 4 th RSI, but excluding back pain) Back Pain 3 rd 4 th 4 th 6 th Stress (top 3 causes; workload, external 4 th 2 nd 3 rd 1 st = relationships & organisational change ) Mental ill-health (eg depression & anxiety) 7 th 7 th 5 th 3 rd CIPD Absence Management Survey 2010 (573 orgs, 1.5m employees)

31. Annual Costs of Absenteeism & Presenteeism to UK Employers CBI / Pfizer Absence & Workplace Health Survey 2010 (241 orgs, 1.28m employees) £16.8 bn – absenteeism costs; £595 per employee CIPD Absence Management Survey 2010 (573 orgs, 1.5m employees) £19.6 bn – absenteeism costs; £693 per employee PWC Building The Case For Wellness, Feb 2008 “ Presenteeism – no hard data, but evidence suggests cost to employers 2-7 times more than absenteeism”

32. The Costs for Company of 1,000 Employees Absenteeism £650 per employee (avg of CIPD & CBI surveys) £650,000 per year Presenteeism £1,300 per employee (most conservative PWC estimate of 2x absenteeism rate) £1,300,000 per year Staff turnover 13.5% avg annual labour turnover (CIPD Survey 2010) 8%-15% of labour turnover due to stress of job or ill health (CIPD Survey 2009) £6,125 avg cost of labour turnover per employee (CIPD Survey 2009) £66,150 per year Total Cost £2,016,150 per year

33. The Work Foundation Study The Business Case For Employee Health & Wellbeing, Feb 2010 “… aspects of job performance which are demonstrably better if employees are healthy, both physically and psychologically…” Reliability Completion of tasks Customer-orientation Being supportive of colleagues Concentration Resilience Decision-making Coping with critical feedback More energy Coping with pressure Coping with uncertainty Coping with change

34. Evidence for Wellbeing Investment “ 46% of organisations have an employee wellbeing strategy (2009, 33%; 2008, 30%).” CIPD Absence Management Survey 2010 “ Despite the recession and pressure to cut costs, 22% of organisations increased & only 9% reduced their well-being spend this year .” “ Looking forward to 2011 , 20% of organisations expect to increase their wellbeing spend with only 9% anticipating a decrease”

35. PWC Study Building The Case For Wellness, Feb 2008 Review of Case Studies – benefits of wellness programmes: 82% reduced sickness absence 33% cut staff turnover 22% raised productivity, competitiveness & profitability Review of literature – programmes that targeted: ROI Medical costs alone 2.3 Absenteeism 2.5 - 10.1 Absenteeism & presenteeism 1.81 - 8.81 Conclusion “Evidence from a review of the literature and case studies supports the idea that wellness programs have a positive impact on intermediate and bottom-line benefits .”

36. The Link Between Physical Activity &… “ It is clear that physical activity contributes to cognitive functioning .” The Effects of Physical Activity & Sedentary Behaviour on Cognitive Health 2005 “ Physical activity seems to boost one’s happiness level and is a strong protector against morbidity .” Effects of Happiness on All-Cause Mortality 2008 “ A change from sedentary to more physical activity was associated with lower stress and higher satisfaction .” Scandinavian Journal of Medicine & Science in Sports 2005 “ Increasing physical activity levels will help prevent and manage diseases including cancer, coronary heart disease, diabetes and obesity. It can also help to promote mental wellbeing ” Department of Health 2004 “ Physically active employees are less likely to suffer from major health problems , less likely to take sickness leave and less likely to have an accident at work” Dishman et al. 1998

37. Employee Engagement “… 65% of respondents revealed that they are disengaged from their work , 21% of them toxically. It’s a sobering number that impacts the very core of productivity, customer service, innovation, creativity and staff retention.&quot; &quot;But where do you start? The steps to follow are deceptively clear. First fix the body (physical engagement) …” Human Performance Institute White Paper, June 2010

38. Conventional Fitness Wisdom

39. Zoo Human Bodies

40. Nature & Evolution “ Their bodies were splendid, flexible, nimble, skilful, enduring, resilient and yet they had no other tutor in gymnastics but their lives in nature” Georges Hébert observing tribes in Africa (1875-1957, Founder of Methode Naturelle)

41. A philosophy for life-long health Wild Moving Wild Eating Wild Living

42. Wild Moving – Natural Movement?

43. Wild Moving – Natural Movement!

45. Wild Moving – Value Of Intensity Intense exercise produces LACTIC ACID Hormonal response Burns FAT & stimulates MUSCLE GROWTH

46. Wild Moving – Skill-based Movement

47. Wild Moving – Play

48. 23 million years as Apes 6 million years as Hominids 200,000 years as Hunter Gatherers 10,000 years as Farmers 100 years as Industrialised ‘Zoo Humans’ Evolution Of Humans’ Diet

49. Wild Eating In The Zoo Hunter-gatherer diet, real food Naturally grown / reared food Natural variety: veggies, fruit, nuts, seeds, some meat and fish Natural balance: not too much or too little of anything Natural frequency: eat to hunger Natural rhythms: seasonal, local foods Avoid grains, dairy, refined sugars & processed foods

50. Wild Living – Wild vs Zoo Rhythms

51. Wild Living In The Zoo Address sources of stress Spend more time in “Rest & Digest”

52. A philosophy for life-long health

53. “ Employers want employees who will do their best work or ‘go the extra mile’. Employees want jobs that are worthwhile and that inspire them. More and more organisations are looking for a win-win solution that meets their needs and those of their employees. What they increasingly say they are looking for is an engaged workforce“ Chartered Institute of Personnel & Development “ We cannot command Nature except by obeying her” Francis bacon 1561 – 1626

54. http://www.crelos.com Panel Discussion 20 th January 2011 One Moorgate, London. Dealing with Change Fatigue