strategise / resetting after change
TLDR
A tailored reset that helps a team understand the change they’ve been through, take ownership of what it means for their work, and agree practical ways of working that fit their new reality.
Why Teamshaper?
Teamshaper is a team of highly experienced trainers and coaches who have been supporting public sector teams for decades. Our CPD-accredited modules are tried and tested, and our methods continue to evolve through our ongoing work with public sector teams navigating change.
We come into every workshop prepared, having consulted with key stakeholders and used diagnostic tools where appropriate. This means the session itself is highly relevant to your team’s specific objectives and context - there’s nothing generic about it!
Through high-energy, practical sessions, we focus on building habits that last.
When a team goes through change, the practical implications are not always explored in enough depth. New structures, revised priorities or updated roles may be introduced clearly at a high level, but the finer detail of what this means for day-to-day work can be left unevenly understood. Expectations may shift without being fully discussed, and people can form different assumptions about what the change requires in practice.
In situations where the change has involved unsettling elements - such as redundancies, re-interviewing into roles or significant restructuring - the team may not have had the opportunity to reflect openly on what happened. When these experiences are left unspoken, people can carry unresolved reactions that affect morale and wellbeing, and these can surface later in ways that influence collaboration, day-to-day working and ultimately the success of the change process itself.
This programme creates a structured open environment for the team to explore the change together and take ownership of what it means for their work going forward. It begins with a short tailored assessment to understand what has shifted, how people perceive those shifts and where clarity or support is most needed. Whether the change involves a new strategy, a restructure, a new leader, role changes or a combination of these, the programme is shaped around the team’s actual experience rather than a generic model.
It also gives space for the leader to set out how they see the path ahead, and for the team to ask questions, share concerns and influence how they will work together in the new reality. This often becomes a natural bonding moment after periods of change or disruption.
The workshop then uses this insight to help the team build shared understanding, clarify expectations, strengthen coordination and agree practical adjustments to how they work. The focus is on giving the team the clarity and confidence to operate effectively within the new reality, anchored in their own context.
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To help the team develop a shared understanding of what has changed and take ownership of the implications
To clarify roles, expectations and priorities in the context of the recent change
To strengthen coordination, communication and collective decision-making
To identify practical adjustments that improve delivery and reduce friction
To re-establish a sense of cohesion and confidence after transition
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Shared ownership of the change
Clearer expectations and consistent understanding
Better coordination and fewer assumptions
Practical improvements that support day-to-day delivery
A steadier more cohesive team after a period of transition
A chance to reconnect as a team, rebuild confidence and establish a shared sense of direction
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Discovery
A short pre-workshop questionnaire or conversations to understand what has changed, how people perceive it and where clarity, pressure points or gaps in expectations lie. This shapes the workshop design and supports shared ownership of what the change now requires.
Workshop
A facilitated one-day session, delivered face-to-face or virtually, focused on understanding the implications of the change, clarifying expectations and agreeing practical ways of working.
Optional add-onsGC Index Team View
Supports clearer conversations about contribution and ownership of delivery. All team members go through individual assessments that are then combined into a team view.
Virtual follow-up session
A structured 2-hour virtual session, taking place a month after the workshop, to review progress and reinforce the team’s collective ownership of the agreed ways of working.
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09:30 – Welcome & Objectives
Setting expectations and understanding the themes emerging from the assessment.09:45 – Understanding the Change
Exploring what has shifted and building shared ownership of what it now requires.10:30 – Roles, Responsibilities & Expectations
Strengthening clarity and collective ownership of delivery.11:15 – Break
11:30 – Team Dynamics & Coordination
How the team works together now and what adjustments would help.12:30 – Lunch
13:15 – Priorities & Collective Direction
Aligning on what matters most and how the team will own it.14:00 – Working Practices & Ways of Working
Agreeing simple habits, routines and expectations that support consistency.14:45 – Break
15:00 – Practical Adjustments & Commitments
Deciding what will change immediately and who will take ownership of specific improvements.15:45 – Next Steps & Sustaining Progress
How the team will maintain momentum and hold itself to the agreed approach.16:30 – Close
