Authentic Leader — Lead the Member First Change at Wessex Mutual

A four-round, advanced leadership and change-management simulation set inside Wessex Mutual, a 144-year-old UK building society (£11.4bn assets, 740,000 members, 2,300 staff) that has never made a compulsory redundancy. You are the Division Director leading the Operations & Member Services Division through 'Member First' — a board-approved transformation that closes 8 of 36 branches and reshapes 180 of the division's 600 roles. You have 120 days, a £2.4m reskilling envelope, and a trust culture on a knife-edge: baseline team trust sits at 72/100 and one resistant operations manager (22 years, 140 reports, the cultural anchor) can carry ~60% of the division with her. The twist is psychometric: your own MBTI/FIRO-B/EI profile reads decisive, task-focused and low-disclosure — precisely the style that triggers resistance in a relationship culture. The math rewards self-aware, authentic, coaching-led leadership and punishes the five classic errors: (1) skipping the self-awareness work and leading from instinct; (2) commanding the resistor and driving her opposition underground; (3) mistaking 'authentic' for 'unfiltered' blunt-and-low-empathy behaviour; (4) over-reassuring and hiding the hard truth until the closure list leaks; and (5) assuming a good launch event equals adoption while underfunding reskilling into redundancies that break the 144-year promise. Round 1 interprets the profile and commits to two EI behaviours; Round 2 diagnoses the resistant manager and chooses a coaching intervention over a directive one; Round 3 frames the change message with the right candour balance; Round 4 converts announcement into adoption and rebuilds trust under a leak. Final KPIs track Change Adoption, Team Trust, EI Alignment and Resistance reduction.