Simmons Change Study
Dawn O'Neill
Grand Canyon University
Organizational Development and Change
LDR-615
Dr. Wentlandt
April 14, 2015
Simmons Change Study
Charlie Eitel, CEO of Simmons was brought in to turn the organization around. He stated that he had two goals: “one is, I want us, together, to create the kind of company where all of us want to get up and come to work in the morning. And two, I want us to create the kind of company that other companies want to do business with” (Casciaro & Edmondson, 2007, p. 5). His vision allowed an organization to implement change that would dramatically change the organization and everyone associated with it. This paper will address the Great Game of Life program that was used to change this organization. It will address the objectives of this program, why Simmons implemented the GGOL program, the influence of the Charlotte’s Pride video on this authors position of the use of GGOL to change Simmons, steps this author would take to ensure positive results, how the GGOL program might affect the management and employee culture and the emotional elements associated with change and how it can be managed.
Objective of Great Game of Life
Larry Wilson developed the Great Game of Life (GGOL) program. The objective of the GGOL program was to “foster individual growth, to help people make better choices in order to live a better life through choosing growth over fear. Wilson’s focus was on helping people realize their full potential at work, at all levels of an organization” (Casciaro & Edmondson, 2007, p. 6). The basis for this program was for organizations to understand that the individuals, whether that was customers, employees or leaders, were the key to success. Many times, individual’s self-imposed limits can prohibit them from accomplishing what they truly wish to accomplish. This program was to challenge the individual to understand that this can be overcome.
Implementation vs. Not...