“Every change needs a story.”

This is a statement that I believe is true — and it’s one reason why employees have such a hard time with change. If you want to create distinction for your organization and yourself, you must be able to leverage change to your advantage.

Let’s face it, it’s not just an employee’s job description open to change in today’s marketplace — it’s also the company culture, coworkers’ personalities — and as we’ve witnessed during the pandemic, even their commute that can be altered. All of these (and more) are causing challenges for your team members.

Change is tough on all of us – especially when it comes in waves as it has recently. Let’s discuss how you can manage change and engage employees, so you can stand out from your competition.

The first key to managing change is preparation.

When employees know what’s coming, they can brace themselves psychologically for the changes that are about to take place.

1. Step one, make sure you’ve provided broad insight into what is changing — and why — before you announce any specific alterations, reassignments, or reorganization. This will help ensure they’re fully engaged with what will be different in their day-to-day work lives.
2. Next, provide training or education on how to do things differently so that people are ready when the transition starts. People react positively more often if they know what “better” or “different” looks like.
3. Finally, try not to overwhelm employees with too much information immediately; instead of announcing every new approach all at once, present one new directive each week or month. This will give you time for preparatory measures while maintaining employee morale.

Second, change should be highly visible and communicated in a way that speaks to different personality types on your team.

From status quo-oriented personalities who fear the loss of power or influence, to people-oriented individuals who want information so they can make more in-person and virtual connections with their coworkers, organizational leaders must provide clear direction for all types of people.

It helps your team feel more secure — even if they’re not happy with the news.

Third, don’t just provide facts, figures, dates, and quotas. Tell a story.

Narrative engages both the heart and the head. You need to craft a story about why the change is coming and how it can be beneficial.

Story also makes it easier for your team to remember the changes and relate them throughout the organization. If you merely give them data and rules, they will probably simply “copy and paste” rather than communicate the story of the changes you’re making in a manner that’s positive and compelling.

• (If you need help with this, my course on creating and delivering a “Distinctive Story” is available to members of the Iconic Inner Circle. AND your first month is FREE, cancel anytime — meaning you can take the “Story” course as you try out the Iconic Inner Circle program with no obligation! https://IconicInnerCircle.com)

Remember:

• When you’re managing change, it’s important to communicate clearly with your team. Let them know why the change is happening and how they can prepare for it. Workers will feel more secure if they understand what is going on — even when their emotions may not align with that understanding.
• Take some time before you announce any changes so employees have an opportunity to ask questions and adjust.
• Don’t just give facts, figures, dates, and quotas; tell a story about why the change is coming and how this change could be beneficial for everybody involved! Narrative engages people both emotionally as well as intellectually.

As Dr. C. Carey Yang wrote, “Change is inevitable, suffering is optional.” If you follow these steps on dealing with change on your path to creating distinction, you will increase your odds of celebration rather than sorrow.