Set your counter-productive strategies out to sea with story Marla Gottschalk

Set your counter-productive strategies out to sea with story Marla Gottschalk My husband recently recounted an organizational change process that he had observed at a European client. Interestingly, it was based upon the story of the ancient ritual of a Viking funeral. In the process, the group symbolically sent their old strategies (hopefully along with the accompanying mindset) out to sea. They marked the occasion of this change with a considerable amount of respect reflecting on what had passed and anticipating what lay ahead.   An honorable end so to speak, of the outdated but once useful philosophy, that would help usher in a whole new way of doing business. In fact, they were utilizing storytelling to spark a change. As we all have experienced, change within an organization can be a difficult process   it is often wrought with fear and uncertainty. Weaving stories about the future during a change effort can create a mental path for your employees to tread on that journey. In most cases, organizations   do not have the luxury of waiting for a change to ignite on its own. Storytelling can help start the process. In many cases we acknowledge that things need to improve and processes need to flex but its often difficult to rally around that cause. Something is needed to get the process going.   Something simple yet symbolic that signifies the end of the old and the start of something new. Some ideas to incorporate storytelling into your change effort: Tell the story of why. Gather your team and discuss why you have reached the impasse. Have team members tell of of their experiences and offer everyone an opportunity to voice their feelings about why the change needs to occur. Talk of the future. Look forward and tell the story of how actions can translate into success. Utilize a Springboard Story which describes how your organization will function more effectively because of the change. Give change the deference it deserves. Acknowledge that change is difficult. Be clear that the effort to come, deserves respect. Add pomp.  Just as a product launch can motivate a   group a little ceremony can give a change effort momentum. Be sure to mark the beginning of the journey somehow. Recognize behavioral change. As time goes on, be sure to offer encouragement and reward positive change. Always remember unlearning old ways can be an arduous task. How do you embark on the journey of change within your organization? Tell us your story. Read more about this topic here: The Four Stories You Need to Lead Deep Organizational Change,   Steve Denning, Forbes. Dr. Marla Gottschalk is a Workplace Psychologist. You can also find her on Twitter and Linkedin.