What you will gain
The developmental arc of the course:
This is a three-day immersive programme, designed as a coherent arc rather than a collection of modules.
Day 1 — From Awareness to Embodiment
Seeing the field is not enough
The first day develops field awareness and pattern literacy, while deliberately disrupting the assumption that insight leads to change.
Participants learn to:
distinguish events, behaviours, and patterns in live systems
sense narrative, somatic, and relational fields
recognise how their own state is already shaping the field
tolerate ambiguity, discomfort, and non-resolutionThe shift is from observing systems to recognising: “I am already inside the field I’m trying to influence.”
Day 2 — From Embodiment to Deliberate Interaction
Precision, restraint, and survivability
Day 2 focuses on how and when intervention actually works , and why well-intended change so often backfires.
Participants explore:
the difference between stability and coherence
why disruption applied too early collapses systems
common practitioner failure modes under pressure
how micro-interventions reinforce or interrupt patterns
how new patterns become survivable through lived divergence, not rollout
The core learning is restraint as a professional discipline.
Not every impulse to help is helpful.
Day 3 — From Practitioner to Steward
Raising state and drawing down new coherence
The final day reframes change leadership as stewardship rather than intervention.
Participants work with:
state as a primary determinant of what patterns are possible
how different states produce different decisions, trade-offs, and futures
why leadership state determines whether patterns survive
how living a different state quietly reorganises the field over time
The shift is from trying to change systems to taking responsibility for the level of being from which one participates.
What you will develop
By the end of this programme, participants will be able to:
Read organisational patterns as coherent expressions of underlying state
Work deliberately with restraint, timing, and capacity
Recognise and regulate their own practitioner failure modes
Design small, survivable divergences that allow new patterns to emerge
Distinguish intervention from stewardship — and know when each is appropriate
Hold complexity without collapsing into action, explanation, or control
This is not about acquiring more techniques.
It is about changing the level from which techniques arise.
How this fits the overall pathway
Level 1 focuses on facilitation fundamentals: running sessions, creating safety, and enabling collaboration.
Level 2 - The ICE-EC cohort is where this work is held over time, in a peer cohort, with live enterprise challenges.
Level 3 develops system-level literacy: fields, patterns, state, and survivability.
Level 3 is the bridge between competent facilitation and credible enterprise change leadership.
A final note
This programme is demanding.
It requires restraint, honesty, and a willingness to stay with uncertainty longer than most professional environments reward.
If you’re looking for tools, scripts, or quick answers, this is not the right course.
If you’re ready to develop the capacity to work where change actually happens, this programme was designed for you.
Learning objectives & outcomes
This is not a repeat of any course you’ve taken before. It is all new work.
It’s the next level for Organisation Change the creates organisations for a new era, one where:
Agile coaching is no longer a recognised force for change in most organisations.
Leaders have reverted to lower-complexity, KPI-driven, plan-led change.
Change agents often operate without a formal mandate.
The field is distorted by macro pressures — wars, Brexit, inflation, AI disruption, nationalism, and fractured supply chains.
This course integrates cutting-edge models and methods you have not seen in our previous programmes. We’ve upgraded and evolved every stage; building in new tools from complexity science, human systems design, and AI-augmented change work, so you can influence outcomes even when the system doesn’t recognise the need for you.
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LEARNING JOURNEY
The five day learning journey
Day 1 Individual capability and human AI partnership
Start with your own work. Explore how an ongoing relationship with AI can support thinking, learning, and action, and how to retain responsibility for the result.
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Frame a useful task, provide relevant context, and work iteratively with an AI assistant.
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Recognise uncertainty, challenge assumptions, and judge when an answer needs stronger evidence or expert review.
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Set boundaries around memory, confidential information, delegated work, and human decision-making.
Your practical output: A human-AI working agreement setting out purpose, context, responsibilities, boundaries, and checks.
Day 2 Team collaboration
Explore how AI changes the way a team thinks and works together. Examine how facilitation shapes the behaviours AI may amplify, including whose voice is heard and how the team reaches a decision.
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Design collaborative activities that combine human expertise with AI contributions.
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Use facilitation to surface assumptions, disagreement, and missing perspectives.
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Explore changing roles and flexible teaming while keeping capacity, ownership, and shared understanding visible.
Your practical output: A team collaboration design with working agreements, contribution and review roles, and a facilitated activity.
Day 3 Workflows and automation
Follow the work beyond one person or team. Identify where AI can improve the whole flow and where faster production may shift effort or risk downstream.
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Map handoffs, queues, checking, rework, and the decisions that determine value.
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Design a workflow combining human work, AI assistance, and bounded automation, with clear acceptance criteria and recovery paths.
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Identify the context and evidence each next step needs, and measure value alongside tool costs, checking effort, and quality.
Your practical output: A redesigned workflow with automation opportunities, evidence requirements, human review points, and measures of improvement.
Governance and organisational intelligence
Day 4 Enabling constraints and the Proven Trust Envelope
Design governance that helps people know what they can do, what evidence they need, and when to involve someone else. Explore enabling constraints: boundaries that make responsible action possible and clarify accountability.
Work with the Proven Trust Envelope, an approach for defining the conditions within which an AI-supported action can be trusted for a particular purpose. These conditions depend on evidence, context, authority, and controls, and need to be reviewed as those things change.
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Define the intended use, permitted actions, decision rights, evidence requirements, and limits of a bounded use case.
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Distinguish access to information from authority to act, and identify when an action may proceed, needs approval, or must stop.
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Design confidentiality boundaries between individual, team, departmental, and organisational workspaces.
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Explore proportionate pathways for experimentation and operational use, and how governance evidence can support risk and regulatory discussions.
Your practical output: A draft trust envelope and decision record, including permissions, approval triggers, confidentiality boundaries, and review conditions.
Day 5 Organisational intelligence
Bring the whole journey together. Explore how an organisation can use evidence from its work and people's experience to understand what is happening, choose a useful response, and learn whether that response helps.
Examples from Hyphoria illustrate how documents, meeting transcripts, and delivery evidence can be examined through organisational lenses to reveal possible patterns of alignment, friction, and emerging risk. You will consider how people test those interpretations before acting.
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Trace an insight back to its sources and assess the strength, independence, relevance, and limits of the evidence.
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Explore patterns across teams without assuming that information may cross every confidentiality boundary.
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Connect insight to a decision, an owner, an intervention, and evidence of what happens next.
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Develop an initial plan for improving organisational learning and adaptive capacity.
Your practical output: An organisational intelligence and learning plan connecting a question, permitted evidence, interpretation, action, and review.
Together, the five outputs form one practical portfolio showing how your case develops from individual AI use into a coherent way of working and learning.
What you take back to work
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Your five connected practical outputs and an initial plan for applying them.
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Course materials and reusable templates to support conversations, design work, and decisions with colleagues.
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A shared language for connecting individual AI use, collaboration, workflows, governance, and organisational learning.
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Certification proving you can do all of the outcomes for this programme.
What you will need
The course will be run remotely, so you will need your own machine and access to a generative AI assistant. Online participants need a reliable connection and microphone. Check employer restrictions on tools and information, and contact us about any access needs or adjustments.
Optional preparation
Watch Simon's webinar on AI change strategy and the future of AI in organisations, or read Deeper Change: From individual capability to AI-enabled organisational intelligence, particularly its chapters on individual AI use, teams, workflows, governance, and organisational intelligence.
Both are optional. You can participate fully without having watched the webinar or read the book.
Practical and participative
You will learn through facilitated exercises, demonstrations, small-group work, reflection, and discussion. Concepts are introduced through practical situations and applied to the continuing case.
You can bring questions from your own organisation and adapt the learning to your context. Shared exercises use provided examples or information that is suitable to share, so participation does not depend on disclosing confidential organisational material.
One day per week for five weeks: Time between sessions gives you space to notice what is happening in your own workplace, try an appropriate practice, and bring questions back to the group.
3 days
Certification that proves you can demonstrate and apply
This is a certified courses, with practical assessment across the five-day journey. Assessment focuses on your ability to explain your choices, apply the learning to a realistic case, and recognise the responsibilities and limits involved.
Facilitated exercises and discussion provide opportunities to demonstrate understanding and receive feedback. Certification depends on demonstrating the required outcomes.
Meet Your Course Leader
Simon Powers
Founder/CEO
Simon Powers founded The Deeper Change Academy and Adventures with Agile and is the author of Change: A Practitioner's Guide to Enterprise Agile Coaching and Deeper Change. He combines experience in enterprise technology, organisational change, leadership development, and systems coaching with current work on AI-enabled workflows, governance, and Hyphoria. His facilitation helps participants question assumptions and turn ideas into actions they can test.