Executive Master in Change - Learnings Module #2

Updated: Jul 29

Last week I completed Module 2 of the Master in Change.


There are many types of learning, but Module 2 was one of the most intense experiences. We deep-dived into a matter close to our hearts: our relationships with organisations, teams, colleagues and families. Relationships are the engine of organisations and so, emotional intelligence, self-awareness and ourselves as instruments of change can unlock major potential.

My learning highlights from this module:

  • The past is never the past. We bring the past into today’s relationships, roles and organisations.

  • The way people behave is a sign of the environment they operate in.

  • We can design an environment where people can take risks, initiative and go beyond expectations. Trust sits at the core of it.

  • Change results are highly influenced by the level of trust.

  • When we don’t stop to reflect and move from action to action, we block our own learning.

  • Reflection is sometimes blocked by the fear that when we are not taking action, we are not contributing.

  • During change, it’s expected to have ambivalence. The ambivalence however can keep us stuck because we will have contradictory desires.

  • Exploring the ambivalence will unlock the motivation and energy to move forward with the change.

  • We can’t keep emotions out of the workplace. We may not talk about them, but they are always there: the anxiety of a change, the frustration of a relationship, the vulnerability of expressing our truth.

  • We are human and being human comes with emotions. Managing these emotions and learning to use them as data and fuel can create extraordinary results.

My favourite is #6, which gives me perspective every time I push forward into action.


Very grateful to my cohort and our professors who created this experience of deep transformation.