One of the many things I love about my city is that Shakespeare's Improv Companywhich performs at the Denver Performing Arts Complex near my home. Each time, my wife and I end up amazed: The actors gather a random collection of suggestions from the audience and then spontaneously and collaboratively create a hilarious, uniquely Shakespearean play before our eyes.

I was reminded of their achievement as I recently researched how leaders can help their organizations navigate change more easily. After all, we all know change is hard. With any change project, big or small, we struggle to adapt, especially when we face resistance from inside and outside the organization. But because change is essential to survival and growth, we launch the next initiative or implement the latest technology to keep pace or stay ahead of disruption.

Related: How to harness the power of storytelling in business leadership

Why is change so hard?

Change in organizations is often met with resistance due to certain essential features. First, there is the responsibility of success, where past success arises COMPLACENCY and a reluctance to adapt. This phenomenon, known as The paradox of Icarusit can lead to overconfidence, overconfidence, and deadly inflexibility. An opposite reason rooted in a similar complacency bias is escalation of commitment. In this trap, we continue to invest in strategies even though they are failing because of the significant financial, emotional and social investments we have made. Finally, the self-reinforcing cycles of our past organizational decisions can inadvertently trap organizations in a downward spiral, where past decisions limit future options and stifle innovation.

Related: Complacency kills your business. Here's how to combat it.

Lessons from improvisational theatre

Improvisational theater offers a rich metaphor for understanding organizational change. In improv, actors work together, building on each other's contributions to create a cohesive narrative. This collaborative process emphasizes the importance of flexibility, trust and active participation. Similarly, in an organization, creating a shared narrative involves engaging employees at all levels. It requires a willingness to adapt and iterate, much like actors react to unexpected developments on stage. By embracing the principles of improvement, organizations can foster a culture where employees feel empowered to contribute to the change process, increasing their commitment and engagement.

I was curious if organizations were using these concepts to address change. In my search, I came across Article by Eric Hammons about using shared narrative to drive change.

Related: How to turn company values ​​into shared employee beliefs

The need for a shared vision and narrative

or shared vision and narrative are crucial to driving change. They provide a common direction and purpose, helping to align individual efforts with organizational goals. This shared narrative acts as a “north star,” guiding decision-making and behavior across the organization. As Hammons points out, “the ability to connect different departments of an organization around a single vision for change is vital to the successful implementation of enterprise-wide change initiatives.”

The benefits of a shared vision are manifold. It fosters a sense of belonging and purpose among employees, which can lead to increased motivation and productivity. Additionally, a compelling narrative can spark emotional engagement, making change feel more personal and relevant to employees' daily work.

Employee involvement in narrative creation

Involving employees in creating the change narrative is not only beneficial; it is essential. When employees are involved in the processthey are more likely to accept change and less likely to resist it. This involvement can be achieved through various means, such as seminars, focus groups and collaborative platforms where employees can share their ideas and FEEDBACK. As Hammons notes, it's about “visualizing what the change will lead to and why it's better,” which helps align everyone's understanding and expectations.

Related: Start the New Year with the team's shared vision

Three steps to take now to make your change efforts more effective

To create more effective approaches to change, leaders should consider the following three steps:

1. Engage in meaning and meaning: Leaders must help employees understand the change and its implications. This includes clearly communicating the change and its benefits, as well as listening to employee concerns and ideas. Organizational researchers Harquail and King emphasized that managers must speak and demonstrate the desired behaviors and language to influence employees to support change.

2. Fostering a Collaborative Environment: Create opportunities for employees to collaborate and contribute to the change process. This can be done through formal mechanisms such as committees and working groups or through more informal means such as suggestion boxes and open forums. Collaborative storytelling thrives in an environment where all voices are heard and valued.

3. Develop and share a compelling narrative: Create a narrative that is not only logical but also emotionally engaging. This narrative should connect the change to the organization's core values ​​and future vision. As Hammons points out, “It's about telling a story that speaks the language of all stakeholders.”

Collaborative storytelling can transform the way organizations approach change. By involving employees in creating the narrative, organizations can build a shared vision that is flexible and anchored in core values. This process not only ignites excitement and commitment, but also ensures that the change strategy reflects the collective aspirations and experiences of the entire team. Embracing these principles can make organizational change more comprehensive, dynamic and ultimately successful.