Depending on whether your answer is Helen Mirren, Bruce Willis or Daffy Duck says something about how you see yourself and the world in which you operate. In life we all get to create our own narrative and we present ourselves to match our version of that image. We stereotype ourselves! How can we use this when managing change?
In an earlier blog I talked about increasingly using storyboards, cartoons, posters, and images as a faster, better and more pervasive way of communicating messages for people over-run by emails, newsletters and reports.
When we introduce ourselves we all present a story, or who we are, where we are from, or some other nugget of information which like a scene in a movie gives clues to our persona, values, beliefs and predictable actions. Since we were born communication serves 3 purposes.
1. What people say, do and act toward us, defines our self-image
2. We need to build both communications and relationships to survive
3. The use of communications allows us to influence our world
When training with athletes I’ve noted a marked difference in performance when I tell them to choose whether to be a hero or a victim. If I say work harder, some might. But if I ask them to imagine being chased by a rapid dog all do! Simply telling people things doesn’t work as well as if they picture themselves in a situation and adopt the persona that they’ve agreed upon.
I have been talking to a film-maker who is a truly great communicator. He can influence happiness, sadness, anger and love by working with his audience to create a narrative and a sense of identity and empathy. This is more than just story telling. This is the use of images, sound and timing to effect the neurological patters in the brain and create chemical changes effecting attitude and behaviour.
Our subconscious analysis all communications on 3 levels.
A. What's going on here?
B. What will happen next?
C. How am I being treated?
The film-maker manages all these processes to create understanding, expectation, anticipation, suspense….a thriller!
This person is all the more remarkable because they are a volunteer working with disadvantaged and disenfranchised children who show no respect and to all intents and purposes have low self-esteem and lower social conscience. Yet he can motivate and inspire without conventional rewards or punishments: no cash and no shouting.
All communication is about TOPIC and RELATIONSHIP. Subconsciously we ask: What is being said, and how am I being treated?
What can we learn from story tellers, film makers and our relationships with children which can help us engage with people and effect better and healthier change?
Here are my thoughts…
Consistency – be consistent in your approach, and aligned to their wants and needs
In film-making the clothes, the look, the walk and the talk are designed to make it easy for the audience to spot the baddie. It isn’t so long ago that cowboys wore white if they were good or black if they were bad. 10 years ago a villain had a German accent. Often now the villain has a British accent. Being consistent make the message easier to follow.
Reciprocity – offer something free and they will be grateful, indebted and receptive to you
In theatre as well as film-making there is a concept of pay-back: that might be matching kindness or revenge but it is a standard narrative from Shakespeare to Tarantino. People understand give and take, although not all do it!
Social Proof – case studies, testimonies, podcasts, references add to credibility
As much as we like to think we are different, we are all pretty similar. That’s how best sellers or block busters become bit hits; because we all like the same things and our sense of social belonging urges is to like things even more if somebody else like them. It helps re-affirm our own social identity.
Authority – being authoritive, qualified, recognised and respected add to credibility
If I told you a series of facts you might challenge them with facts of your own. If I gave you my opinions you might counter with yours. But telling a story requires the listener to suspend judgement until the end, and gives the story teller authority to proceed unchallenged. It also allows the viewer to switch allegiances between the players without becoming fixed to a position themselves, giving them greater freedom to manage their position.
I believe that the process of change management is the process of Story Telling. It helps people understand and relate to people, situations, and opportunities and gives them the opportunity to select or identify with a particular character or role and explore their own thoughts and feelings through that character without actually putting themselves in harm’s way, at risk or judgement or failure.
Tim Rogers
Founder ciChange
timrogers@ciChange.org
http://www.linkedin.com/groups/CI-Change-4301853
ciChange seminar and networking events for 2013 sponsored by Total Solutions Group http://www.tsgi.co/
Greaat post thanks
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