A 12-week programme that helps leadership teams build emotional awareness, shared accountability and real behaviour change during times of transition.
The sister ECD Change Readiness Programme was studied in partnership with the Wharton School of Business and the ACC team through a real transition. Every measurable dimension moved. This programme is built on the same method, the same tools, the same emotional-culture rhythm.
Every organisation going through change has a strategy. A timeline. A comms plan. What they rarely have is an honest understanding of how their people actually feel about what's coming, and what to do about those feelings once they surface.
This programme gives leadership teams the language, the rituals and the evidence to lead through change with emotional intelligence. Not one workshop. Twelve weeks of practice.
A workshop to name the emotions, ten weeks of light-touch check-ins with two deep dives, and a closing session to reflect on what shifted.
Name the desired feelings the team will design for. Name the undesired feelings that signal something is off. Choose your top 5 of each to track.
A fifteen-minute weekly check-in, run inside an existing team meeting. Two deeper facilitated sessions at weeks 4 and 8. By weeks 9–11 the team owns the rhythm.
Review 12 weeks of emotional trend data. Reflect on personal growth and behavioural shifts. Decide what to carry forward as a team.
Emotions aren't the soft part of change. They're the part that decides whether it lands. At riders&elephants we move and measure the emotions that drive performance.
riders&elephants partnered with Professor Michael Parke at the Wharton School of Business to study the sister ECD Change Readiness Programme with the ACC team through a real transition. Every measurable dimension moved. Affect labelling for negative emotion up 16.4%. Positive affect labelling up 20.7%. Constructive voice up 7.7%. Engagement up 7.3%. Emotional support up 10.3%.
This programme is built on the same method. The same tools. The same twelve-week emotional-culture rhythm. Different application, same underlying practice.
The Emotional Evidence page holds the numbers, the methodology and the story of the ACC team who ran the sister Change Readiness Programme. Open it to see the real-world results.
An hour-long community session where Professor Parke walks the room through the two field studies, the numbers behind the headlines, and what it means for practitioners. Sign in with your Elephant Riders account to watch.
Watch the community replay →
Every session, every check-in, every prompt. The full rhythm the team keeps for twelve weeks.
A two-hour facilitated session. The team names the emotions they want to design for, the ones that signal something is off, and chooses the top 5 of each to track through the twelve weeks.
Facilitated · 2 hours · Whole teamA fifteen-minute conversation each week, run inside an existing weekly (or fortnightly) team meeting. Every leader rates the top 5 desired and top 5 undesired feelings 1–10 through a simple digital tracking tool. Nothing new on the calendar. Data starts to accumulate.
Team meeting · Weekly · 15 minsA 60–90 minute facilitated session. Look at three weeks of trend data. Where are the desired feelings landing. Where are the undesired ones spiking. Set personal intentions for the next four weeks.
Facilitated · 60–90 minsWeekly check-in continues. The team owns it now. Trend patterns become visible. Real behavioural shifts start to show up in how people talk to each other.
Team meeting · Weekly · 15 minsAnother facilitated session. Same shape as week 4. Refresh commitments. Name what's changed. Decide what to double down on for the last four weeks.
Facilitated · 60–90 minsWeekly check-in continues. By this point the team runs the rhythm without prompting. The check-in becomes part of how the team works.
Team meeting · Weekly · 15 minsThe closing session. Twelve weeks of trend data on the table. Revisit the top 5 desired and undesired feelings. Reflect on personal growth. Decide what the team carries forward beyond the programme.
Facilitated · 90 mins · Whole teamFacilitation, tools, data infrastructure and the coaching cadence to keep it moving.
A two-hour facilitated session for the whole team, run by an ECD Certified Partner.
60–90 minute facilitated sessions at week 4 and week 8, held together to reset direction.
A 90-minute session at week 12 to close the arc and decide what carries forward.
A weekly digital check-in setup for the top 5 desired and undesired feelings the team chose. Designed to slot into an existing team meeting, not sit on top of one.
Emotional Culture Deck, Weekly Retro Check-in, Intention Setting cards, Reflect & Review Canvas.
The team leader sees weekly and cumulative trend data across every check-in.
The programme is delivered by partners who have completed the twelve-month ECD Certified Consultant Development Programme. Every one of them has run the arc themselves and has been through the peer review that lets them take it to a team.
Every partner on the directory is trained in this programme and endorsed by riders&elephants to deliver it. Browse the directory, or ask us to make an introduction.
Find a Partner →Every team runs the twelve weeks a bit differently. The pattern that shows up: they stop talking around the emotions and start talking about them.
“Before this we treated feelings as noise. By week 8 we were treating them as the signal. Nothing else in our leadership toolkit does that.”
“We ran the fifteen minutes inside our existing weekly stand-up. Nothing new on the calendar. Twelve weeks of trend data by the end.”
“What surprised me was how much the closing session mattered. We could see twelve weeks of pattern in one place. Nobody could argue with the trend.”
“It's the only leadership programme I've ever done where every session made me change something about how I show up on Monday.”
Quotes shown are representative composites drawn from live cohorts and study interviews.
A fifteen-minute light-touch conversation each week, designed to be run inside an existing team meeting. If you already have a weekly stand-up, or even a fortnightly one, the check-in slots straight into it. Nothing new on the calendar. On top of the weekly rhythm, 60–90 minutes for the whole team at weeks 4 and 8, two hours at week 1, and 90 minutes at week 12. That's it.
Yes. The programme works because the whole team is in it together. It's not designed to run with a subset of people.
The team leader sees the aggregate trend data. Individual responses are visible to the facilitator during the go-deeper sessions, and the team decides together what happens with them. Nothing leaves the team.
No. Engagement surveys measure how people feel about the company. This measures how the team feels about being on this team, week by week, in a way the team itself acts on. Different question, different rhythm, different outcome.
You can run the check-ins and tools yourselves. The facilitated sessions at week 1, 4, 8 and 12 are where the shift happens, and those need a Certified Partner to hold the room. If you want to try one workshop first before committing to the arc, ask.
The sister ECD Change Readiness Programme, built on the same method and tools as this one, was studied by riders&elephants in partnership with Professor Michael Parke at Wharton and the ACC team. Every measurable dimension moved. See the numbers on the Emotional Evidence page.
Two ways in. Get in touch with a Certified Partner or with us at riders&elephants, and we'll make an introduction. Or, if you want to learn how to lead this yourself, start with the ECD Emotional Change Strategy Course.