A new narrative for Transformation Management – radically different!

Change always happens – the only constant! Did the way we anticipate, manage, benefit from change change!? I think so! My observation is that we as a society, in organizations or as individuals we are very divided – tech optimists who see opportunities but are also realistic that we have to deal with pains of transformation and technophobes. Interestingly technophobes use the power of technology to their advantage and repel “threats” when their interest are at stake. Tweeting and impeding transparency!?

One function of culture, literature, art is to reflect on our narratives: What we tell each other, believing it is a representation of “truth” and also provide encouragement that there are – even if idealistic – alternatives to our views of the world, the way we relate to each other, the just causes we pursue or what we think is the right way to live and move forward. Some artists and their movements (I will soon write an article “Vienna around 1900”) represented an avant-garde, not only in their field. Rather they were inspired by and helped to influence transformation in science, philosophy or society.

Their observations translated in their stories, paintings, music often are reflections of profound changes of our perception and ideals of the world. These changes were driven by the emergence of new societal & economic models (big cities, bourgeoisie), revolutionary thinking, scientific discoveries, technology etc.

The world we live in today: Digitalisation, youth uprising in the middle east, polarised societies, chaos, climate change, networked and platform economies/business models …. Translates into uncertainty, fluidity of concepts, power of creation!

Esther Perel says within 3 generations (only!) we moved from a production to a service economy and now to an identity model – both in the personal and the economic sphere.

How is this reflected in our narratives, our language, our behaviour? Companies are “purpose-driven”, “communities of passion”, employees want “meaningful work”, company gatherings for whatever are “retreats”…. and romantic relationships? “This is not a good deal! – what are my returns!?” or being single for a long time and then quickly settle out of “Fear of missing out!?” Monogamy is questioned – serial monogamy is the maximum. We have more options – and more stress and confusion when choosing. We can do almost anything we want – but more than ever we need to narrate our own story, which is often only temporary (think multiple career-paths) and constantly questioned – we leave relationships not because we are unhappy, but because we could be happier, the same applies to choice of employers. (Credits for all these ideas go to Esther Perel)

Management Thinker Fredmund Malik says for quite a while already that the struggles we now experience are the “labour pains” coming along with the emergence of a new world and the going-under of the old world.

We are at a crossroad where the future is open, with many options of possible routes to take. New powerful technologies can cause harm or improve our lives tremendously, education – if widespread - could open new possibilities of understanding and living together!

Let’s work together to create narratives for positive change in our homes, communities, companies, institutions….

Step 1: Storytelling – capture and spread new narratives!

What are companies here for? Only to generate returns for investor’s!? Only a minority still believes this is true… However, can it be thought much more radical? Like Bodo Jansen, owner of the Upstalsboom hotel chain: “Every situation, every encounter with a guest, each other is an “opportunity to grow!” And there are many, many more inspiring narratives of why organizations are the most important invention to augment human potential!

Step 2: Assign roles!

What kind of contributions, which impacts, or representations do we need to live the new narrative!? Are we aware that there can’t be a king without a kingdom, no leader without followers and that roles are highly ambiguous – who changed the progress of societies? Civil rights leaders like Martin Luther King, Nelson Mandela or representatives of power!? What will be the tune of next:land – who will convey the music and how!? Are we truly honouring and leveraging the unique talents of the “actors”!?

Step 3: Co-create a staging/production!

There needs to be an overture, signalling, calling for change, which already anticipates, provides an impression, a taste of the future.

Early in the production there will be sequences we will not understand, not yet having the full picture of the story. This is risky, sometimes the fate of great artists, poets, musicians: Egon Schieles’ paintings are beyond price today; however, he did not die a rich man...!

Not everybody will like the production or emerge as a winner – Don Giovanni had to go to hell for his reckless behaviour! But we all know inspiring stories with the twist when “sinners”, underdogs, opposition leaders, “the common man” rise to the occasion and become the heroes who shape the future!

Step 4: Perform!

This is the beauty – the new narrative does not have to remain fantasy, with all our “acts” (what a wonderful double meaning!) we create and shape reality!

Like anyone performing a new role we need to rehearse, make mistakes and discuss “perceptions”: What is the idea of the new narrative? What kind of change do we want/need? How does it connect to our current reality? Do we want a revolution or a transformation by enlightenment? – Therefore, will this be a 3-hour performance, or will it take at least 12 hours!? Are we o.k. with blood on the stage – how much action are we willing to tolerate?

The frame of storytelling to stage-production – composing music, distribution of roles, rehearsing is a powerful metaphor for creating change – TRANSFORMATION! If you are interested in staging a production within your organisation – Let’s talk. From Key-notes to workshops or the support of co-creating and living new narratives, everything is possible.