Coaching people through change with Rocky ??

I may be in the minority, but for me, Rocky III is the best in the boxing franchise.

As an ‘80s kid obsessed with The A-Team and WWF wrestling, when Mr. T and Hulk Hogan rock up in the same movie, it’s getting a five-star review no matter what.

Yes, the film isn’t as gritty as the first two, but the gut-wrenching drama of someone coping with the emotional body blow of losing their father figure and friend, for me, still packs a punch.

The Italian Stallion picking himself up off the canvas after having to say his last goodbye to Mickey is relatable because it mirrors what many of us go through during any major change or crisis; whether it’s an organisational restructure or embracing a new way of working, the different emotions we experience through the change curve is something we should all be mindful of.

You can’t stop these feelings, but by understanding and working with them you can pull together a carefully planned communications strategy that make’s the journey as smooth as possible, giving teammates the help and support they need along the way. So, what are we waiting for?

Seconds out… ??”ding, ding”

Round 1. Shock and denial

“He's just another fighter.”

At the start of the movie, Rocky Balboa is on top of the world. In the five years since winning the heavyweight championship from Apollo Creed, he’s had a string of title defences and is riding the wave of fame and fortune. But ignoring warnings from trainer Mickey, he decides to fight brutal knockout artist, Clubber Lang. A scuffle before the contest sees Mickey suffer a heart attack, and knowing his mentor’s in bad shape, Rocky steps into the ring to defend his title.

Top tip: When we receive unexpected news, there’s an initial shock followed by a period of defiance. Rocky’s stunned he’s being told to duck a fight. He can’t contemplate another boxer beating him. It’s common to reject the idea there’s a need to change and sometimes convince yourself it’s not happening. So, when communicating change, what can we do? Firstly, make sure clear and concise information is regularly distributed, without creating information overload. Focus on maximising face-to-face communications, whether in one-to-ones or in open forums to show transparency and a human side. Storytelling (as I’ve looked at ?? HERE) is your ally. Promoting where teammates can access additional information for when the shock wears off is crucial too. And don't overlook simply listening, as we’re often keen just to jump in and fix a situation; show patience and give people the platform to have their say, such as hosting Q&A sessions.

Round 2. Anger and depression

“How did everything that was so good get so bad?”

Rocky loses the fight, his title… but more importantly he loses his friend, Mickey, who passes away not long after the final bell. Overcome with resentment and despair, our hero falls into a deep depression. Riding his motorcycle to a statue of himself, symbolising his former glories, Rocky hurls his helmet off it. He’s not just turned his back on boxing, but on himself too.

Top tip: We’re now in the danger zone (apologies, wrong 80s film! ?). Eventually it dawns on us the change is here to stay. With a happy ending seemingly nowhere in sight, it’s natural to be angry, bitter or depressed. This mixture of negative emotions can lead to either active or passive opposition. If an audience resists, it’ll be stuck in these first two stages; but as a business has likely invested huge amounts of time and money in new and improved systems and processes, we cannot allow teammates to persevere working in the same way as before. It’s impossible to know how individuals will react, so keep watching, listening and supporting during this stage. Change leaders and champions (at all levels of the business) should be getting involved in informal channels and using multiple communication tools, such as Microsoft Teams or Yammer, to encourage group chats and online Q&As. The focus should be on the benefits of this change, giving people time to digest what it means for them. Don’t close the channels at the first sign of defiance. Be clear, concise, thoughtful and tenacious.

Round 3. Confusion and doubt

“I’m afraid! All right?”

Rocky’s confidence and self-respect are shattered, but help is at hand. Former foe Apollo Creed convinces him that as trainer, he may be able to help Rocky regain his edge. At a new training camp they get back to basics, where Rocky is taught the extra, more advanced skills needed to overcome his Mr.T-shaped challenge. Still fearful and perplexed with the new techniques, his fighting spirit seems lost. No matter how many swims or beach sprints he does, even Apollo’s convinced the chance of a comeback is gone.

Top tip: Believe it or not, confusion and doubt setting in is a positive step forward. It shows people are beginning to move on and although they may not be singing from the rooftops quite yet, there’s signs of acceptance. People will question if they can adapt, if they’re good enough to survive (never mind thrive) in this new reality. At this point you can start re-emphasising the benefits, how things will improve for both them and the business. People will need varying degrees of support to get through this confusion, but they will get there with the right advice. Be empathetic and continue to keep your communication channels open and updated with the latest information.

Round 4. Acceptance and exploration

“How'd you get so tough?”

Rocky confesses to wife Adrian that he's scared and blames himself for Mickey's death. She shows compassion and understanding, with a dash of tough love, helping him realise it wasn’t his fault. He begins to pull himself together and gets back to training, developing his skills and techniques now confident and committed it’s what’s needed to be successful.

Top tip: The turning point is when people truly visualise themselves embracing these new opportunities. There’ll still be testing times ahead, so don’t rush people through this stage, but momentum can begin to be ramped up in the communications. As well as providing clear timelines for projects, hold interactive workshops so colleagues at all levels can begin generating ideas and communicating how they can live the new ways of working; think about creating vox pops or encouraging video selfies to be shared securely on a platform like Microsoft Stream. By making all employees the communicators, they shape their own future by owning the changes. A business must be fully committed to closing the loop though – there’s no use asking for suggestions and ignoring them. It’s also worth remembering some people are vulnerable to slip back into stage three at this point, as they remember something they’ve lost, so be ready to give them the space and time needed to adjust.

Round 5. Rebuilding and celebration

“I think you taught me too good.”

Rocky has regained his ‘eye of the tiger’ in time for the Lang rematch. Our hero may get knocked down early in the fight, but he largely dominates, fully motivated by the hard graft and new techniques he embraced during the intensive training camp. With Clubber stunned and overpowered, Rocky picks up the pace and wins via knockout. He was at his lowest point only weeks before, but he’s defied the odds and is once again heavyweight champion of the world.

Top tip: Everyone who comes through the change curve does so in their own time and way. When success is in sight and people let go of what they’ve lost, the new ways of working become second nature, even to the point alternative approaches now seem ridiculous. We need to keep communicating though as the work isn’t finished yet. Some may still fall back into uncertainty, so regularly repeat and reinforce visions, goals and strategies, creating opportunities for people to feedback. When most people embrace the new opportunities, it’s only now the business can reap the rewards. A new dawn deserves an imaginative approach to mark it, so don’t be afraid to push the boat out and celebrate in a way that will live long in the memory; think employee podcasts, project-specific avatars, gamification, augmented reality, internal TV shows, holograms or wearable technology . Positive memories now will mean people are more resilient when change comes calling next time (i.e. Rocky IV), so even if budgets are tight, try and be creative to surprise and delight teammates.

Post-fight analysis

Not everyone agrees the change curve works for every scenario, but it is a useful way to consider the mixed emotions people experience, helping changemakers tailor their approaches by seeing people as individuals. Don’t be shy in reminding leaders that although they may have reached the end stages of the curve, most people will not have. Look at Apollo Creed, without Adrian’s intervention, he was so frustrated with Rocky he was ready to walk away. We’re all scattered throughout the stages so we must constantly circle back with team members and decide what tools and support they may need.

If you’re driving change, the challenge is not just deciding the best software or organisational structure to adopt, it’s considering what emotions your messages and tactics are triggering as you take people on their personal journey. With the right combination of planning, faith, empathy and patience, you’ll have more than a fighting chance of landing a smooth switch from resistance to acceptance… and ultimately come out on top with your knockout strategy!

What are the best communication approaches your business has adopted that’s helped you through the change curve?