Embracing uncertainty in the Game of Change

Navigating the complexities of change can be daunting, especially when faced with the discomfort of uncertainty. The fear of the unknown often makes us hold on to the old, even when it does not bring what we want.

By understanding the roots of our resistance and learning to work in the state of not-knowing, we can foster a more resilient and adaptive approach to personal and collective growth. This is the starting point for the innovative methods of the Game of Change-concept created to help adult educators support transformation processes.

In November 2024, the whole international Game of Change project team gathered in Graz, Austria, to try out the first version of the game while completing a train-the-trainer training. During three intensive training days this group went through the U-shaped change process, played the Game of Change and got a first-hand experience of how this new method works.

Integrating body, mind and intuition

The Game of Change-concept is based on three pillars: Theory U, a specially designed Game of Change card set and the strategic staging drama method. This concept combines the components of structure, creativity, and playful group interactions, and it forms a training ground for discovering the important elements of a change process and makes them tangible. The insights and reflections from the experience can be integrated into one’s own routines and habits.

The Game of Change incorporates a variety of different methods. The use of movement exercises helps to incorporate the whole body into the learning process. The visual and creative methods provide new perspectives and help to look in directions that might not be visible otherwise. The strategic stagings drama method provides a training ground for trying out future possibilities in a safe environment while not being held back by habits and routines.

The art and drama-based methods used in the Game of Change-training highlight the value of playfulness in learning. Besides being very fun to play together, it helps the participants to use their whole potential and to integrate their body, mind and intuition in the learning process.

In the Game of Change-concept every session begins with a mindful moment allowing the participants to ground and center their attention.

An open mind, an open heart and an open will

Theory U is a framework developed at the Massachusetts Institute of Technology (MIT) and the Presencing Institute, designed for solving wicked problems in a system that is more complex and changes more rapidly than ever. Theory U is not only about overcoming obstacles and creating new results: it is more about cultivating an inner mindset that allows us to discover what really matters to us and supports us to create sustainable change (Joutsenvirta 2022).

Every change process begins with ourselves. The discomfort many people feel during change often stems from being caught between the current state and the desired outcome. External change always necessitates an internal willingness to transform. Therefore, recognizing, reflecting on, and adjusting our inner attitudes is crucial during change processes. In Scharmer’s words (2018), the quality of the intervention depends on the inner condition of the intervenor.

In the center of Theory U there are three central elements that help us discover our inner attitude: an open mind, an open heart and an open will (Joutsenvirta 2022). These elements bring a new quality of attention and presence that is necessary to find innovative and meaningful solutions.

The U-shaped transformation process (Image 1) starts from our current state, where the problems to be solved are located. This starting point symbolizes the world of routines, where we operate as we always have, downloading information and relying on facts. The other side of the U represents the future and the solutions towards which we aim to progress.

Image 1. The U-shaped transformation process. Adapted from Sharmer (2018) by the Game of Change project.

When we move down the left side of the U towards its lowest point, opening the mind, heart, and will, the most important resource is the ability to listen and perceive new things.

Moving up along the right curve of the U-shape, the prototyping of new solutions takes place. Trying out ideas and prototyping them helps us to learn more about future solutions and makes it easier to integrate them into our new systems.

Psychological safety counterbalancing uncertainty

The role of the facilitator in a transformation process is important, but it is a constant question of how much support is enough. During the U-shaped process the facilitator moves in the space of not knowing together with the participants. The different methods of the Game of Change provide scaffolding and encourage both participants and facilitator to trust the process and to lean into uncertainty.

Embracing uncertainty is a journey that requires patience, openness, and a willingness to explore the unknown. The Game of Change concept exemplifies how structured approaches like Theory U, combined with creative tools and playful interactions, can facilitate transformative change processes.

The first step of any learning process should focus on creating a safe place for the participants to work together, creating a so-called container. Working in a group with a high level of psychological safety enables the participants to be both vulnerable and brave at the same time and to try out new things without fear.

Ultimately, the success of any change process hinges on our ability to trust the process, listen deeply, and remain open to new possibilities.

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