STARTER KIT

Additional resources to start a Change Club.

Contact us in case of any comments or questions.

Change Clubs can be created with a minimum of two persons. There is no official limit to the number of members, but we recommend no more than 15 persons per Club so that all can have a transformational experience. We also recommend each Club to have at least one facilitator to guide the Club’s journey. Learn about the key points on how to get your club started and the process for change, step by step.

GET STARTED – STEP BY STEP

Keeping everyone in the Club motivated is key to reaching our goals and making the switch to a more sustainable lifestyle. It’s important to understand why motivation matters and to learn how to watch and measure progress throughout the Club’s journey. Here are four tools that can help Change Clubs stay motivated and track their progress.

Don’t forget to share them with your clubmates!

Remembering why we are in this together is critical for success.

LEARN ‘WHY’

In each module, participants make pledges of actions they want to take to change their habits or lifestyle. The Action Tracker helps to keep track of these pledges, to identify what is needed to achieve them and to be aware of emotions that can arise in the process.

DOWNLOAD ACTION TRACKER

The commitment form helps you formulate and record your goals and the actions you pledge to take (and when / for how long) in order to achieve them.

COMMITMENT FORM

With help of the Eevie app you can stay motivated and enhace your engagement with your Club’s current challenges. Each day, Eevie will ask you if you were aware with your Club’s current challenge and it will reward you seedlings that you can plant around the world. 

Learn more about Eevie main features here.

Leading a Change Club is not easy, we know it. Here you can find tips and guiding material to start and facilitate your Change Club effectively, including how to prepare the meetings, how the Change Clubs’ process is and some additional tips to lead the journey in a positive way. The world and our future generations thank you!

Learn about the process and dynamics of a Change Club and explain it to your clubmates.

THE PROCESS

Learn what is expected of a leader: tips and resources for your facilitation work.

POSITIVE LEADERSHIP

Throughout our lives, our brains develop unique pathways shaped by our personality, experiences, culture, upbringing, and what we’ve come to believe as true or false. This makes change similar to a process of “rewiring the brain.” Change comes easier for some than others. Even when there’s a sincere desire for change, individuals respond differently to the challenge.

Change has the power to get us out of our comfort zones and into a place of vulnerability. This shift impacts our dedication and often leaves us self-aware, concerned about others’ perceptions and feelings. These responses occur both consciously and unconsciously.

For instance, you might observe yourself and others bringing up excuses when faced with the difficulty of change. We might also present well-founded arguments against change, asserting it is impossible, irrational, or absurd.

Navigating change might sometimes feel like having one foot on the gas pedal, driving toward your change goal, while the other foot rests on the brake, representing inhibitions or barriers. The journey can be challenging, but remember, the scale of change doesn’t dictate its significance – every step, no matter how small, matters! Each minor advancement rewires your brain and propels you closer to your desired outcome.

Groups offer a helpful network of support in many ways, making it easier for people to make changes. When you are part of a group with a similar goal, like exercising together or quitting bad habits, you are more likely to stay motivated and make positive changes.

In a group, you can feel encouraged by others to keep going, and you can even have fun together. This is much better than trying to change alone, which can feel lonely. Being in a group helps you realize that others are going through similar things, which can make you feel better about your own struggles. You are also more likely to stick to your goals and promises. This is because you know others are also making an effort and expecting you to do well.

Groups are also great for solving problems. When people come together in a group, they can share their knowledge and skills. You can learn from each other’s experiences, mistakes, and successes, which makes it easier to learn how to deal with change. Also, working together in a group also leads to more creative solutions, as everyone brings different ideas. This variety of viewpoints helps the group make better decisions about how to make changes.

As part of the group you have the opportunity to uncover all the issues that are interfering with people’s possibility to change. This is not an easy feat, as some issues are so ingrained and built into people’s unconsciousness that often people aren’t even aware that they are there.

You can use tools for self-reflection in order to help each other understand ourselves better, support the goals of each member as a group, and try to understand those thoughts and feelings that are acting against us.

Generally, we have strong emotions regarding things or situations that affect us strongly, especially things or situations that match or go against our beliefs, values and desires.  If you notice someone mentioning a feeling, you are on to something.  

Enabling change effectively involves a combination of psychological, behavioral, and strategic approaches. Here are some proven ways and processes to facilitate successful change:

Set Clear Goals and Reasons:

  • Clearly define the desired outcome of the change.
  • Communicate the reasons for the change to create a sense of purpose and urgency.
  • Try using the Action Tracker or commitmet form.

Create a Compelling Vision:

  • Paint a vivid picture in your mind of what the future will look like after the change.
  • Inspire and motivate individuals with a positive vision that aligns with their values.

Communicate Openly and Effectively:

  • Keep all stakeholders informed about the change process.
  • Address concerns, questions, and doubts openly to reduce resistance.

Involve and Empower People:

  • Include those affected by the change in decision-making when possible.
  • Empower individuals to take ownership of their role in the change process.

Provide Training and Resources:

  • Equip individuals with the skills and knowledge needed to succeed in the new environment.
  • Ensure that necessary tools and resources are available to support the change.

Foster a Supportive Culture:

  • Create an environment where experimentation, learning, and adaptation are encouraged.
  • Recognize and reward behaviors that align with the desired change.

Start Small and Celebrate Wins:

  • Begin with manageable changes before tackling larger ones.
  • Celebrate even small successes to build momentum and boost morale.

Address Resistance and Fear:

  • Identify and address sources of resistance and fear through open dialogue.
  • Provide reassurance and support to help individuals overcome these emotions.

Use Positive Reinforcement:

  • Reward and recognize individuals who embrace the change.
  • Highlight positive outcomes and benefits that result from the change.

Provide Role Models:

  • Showcase individuals who have successfully adapted to the change.
  • Use their experiences to inspire others and demonstrate that change is possible.

Offer Continuous Feedback:

  • Provide ongoing feedback to help individuals adjust and improve.
  • Monitor progress and make necessary adjustments to the change plan.

Adapt and Iterate:

  • Be willing to adjust the change strategy based on feedback and outcomes.
  • Embrace a flexible approach that accommodates unforeseen challenges.

Leadership Commitment:

  • Leaders should demonstrate commitment to the change by modeling the desired behaviors.
  • Consistent and visible leadership support can significantly impact the success of the change initiative.

Promote Learning and Growth:

  • Frame change as an opportunity for personal and professional growth.
  • Encourage individuals to see change as a chance to develop new skills and broaden their horizons.

Remember that every change situation is unique, so it’s important to tailor these approaches to the specific context and individuals involved. Successful change often requires patience, persistence, and a willingness to adapt based on real-world feedback and outcomes.

Use this flyer in case you want to share general information about Change Clubs.

INFO FLYER

Use this flyer in case you need to invite members to join your Change Club.

INVITATION FLYER

Each Change Club is free to organise itself and choose the way to go. However, we do need some guidelines to keep it on the positive side.

GUIDELINES