Storytelling through Change

Yesterday i wrote about the change journey: the ways we build alignment, momentum and lead, eventually, to transformation.

Storytelling through Change

Today, i want to revisit that diagram and add in the storytelling element.

In change, we use three levels of narrative: personal stories of learning, co-created group narratives of permission and intent and, finally, organisational stories of change.

You have to lead with the co-created stories, empower people through the personal stories, and write the organisational story like a reporter, looking through all the other narratives. If you lead with the organisational story, it’s aspirational.

Storytelling is about stance, tone of voice and amplification. Stories that are authentic and believed (or owned) by the community are the most effective.

So part of any change programme needs to be understanding the types of stories we can tell and how we write and share them,

Disturbance leads to change: we form our strategy, build awareness of the scope then develop the skills and behaviours needed to transform. With momentum comes the need to retain alignment and, finally, celebrate our success.

This week i’m #WorkingOutLoud as i develop a global change project.

About julianstodd

Author, Artist, Researcher, and Founder of Sea Salt Learning. My work explores the context of the Social Age and the intersection of formal and social systems.
This entry was posted in Change, Change Management and tagged , , , , , . Bookmark the permalink.

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