Tag Archives: change stories

Stop asking me to wear that shirt (or use that technology)

Once upon a time, my mother bought me a shirt. More often than not, I hate clothes bought for me and this shirt was not different. For no particular reason I resisted wearing that shirt. May be it was old-fashioned or may be I did not like the colour; something about that Shirt did not sit right with me.

For years my mother kept asking me to wear that shirt. With every reminder, I hated that shirt more. My mother is a persistent woman but finally she gave up and stopped asking about the shirt. Here is what happened after that

One fine day, I ended up in a situation where I could not find any clean/ ironed shirt to wear (yes that happens to me) and as fate would have it, the only shirt available to me was the one my mother gave me. I gathered the courage, put on the shirt and went on with my day.

‘Hey, nice shirt!’

‘Why don’t you wear such shirts more, they look good on you’

‘This definitely does not look like your shopping. Looks good’

Some of the things I got to hear that day. Not sure all of them were compliments but I will live with that.

I came back home and tried my level best to figure out why I hated that shirt. The best I could come up with was this –

‘I was a young rebellious kid who did not like the fact that his mom bought him something without asking him first’

Now replace the shirt with technology and my mother with any change/ transformation managers in your organisation. You will get the same situation

  • You will mostly hate the technology procured by the organisation
  • You will hate it more as a result of the ‘adoption stats’ and constant reminders to ‘use the technology’
  • You will one day be forced to use the technology and if everything is right, you will actually find it beneficial.
  • You (and the change manager) will be wondering why you hated the technology so much to begin with.

I think we as change managers need to ditch the traditional adoption measures and focus on creating situations where there is a reason or at least an excuse to adopt the technology. We also need to find ways to ensure that end-users feel that they bought the technology along with the organisation. It is a difficult thing to achieve but I think it is mission critical.

As humans, we have tendency to hate new things when those are forced on us. Asking ‘why you are not using it’ just adds oil to the fire. I am sure none of us want that. My mother knew that shirt will look good on me, she just could not find a way for me to try it on. In my case luck helped and I ended up wearing that shirt, I am not sure if organisations can depend on luck when it comes to technology adoption!

How I learned to drive and what it means for technology adoption !

20150710_162435My wife has been following up with me for past 8 years to learn driving. I never took her seriously till 2016 and by end of 2016 I have become a fairly confident driver. You must be wondering what changed in 2016?

  • My wife gave me the final ultimatum in 2016?
  • I watched F1 and was inspired?
  • I got fed up of the delays on Southern Railways ūüôā and decided to drive to work?

Nope. None of the above. Here is the real reason – I moved into a new home

There isn’t a single grocery store within walking distance of my new home and that meant for the first time in my life I felt ‘the need to drive’. To begin with, I had to learn to drive and it took me a while. I think it took me the longest among my friends to learn driving. I failed the driving test once and bumped my car into my own driveway during the initial few days.

What happened next was interesting – I actually started enjoying driving! Granted that it did not happen overnight but as my confidence grew I finally decided to go on a ‘long drive’. I dreaded it but it was a nice experience. There were moments when I felt that driving is not all bad and then when I was cruising on one of the beautiful roads, I said to myself – ‘I can enjoy this’ . For 34 years of my life, I hated travelling by road. I properly hated driving and always looked upon it as additional work which someone else can do for me. If I can somehow like driving then for me anything is possible.

Here is what I learned from my driving experience and I think it is applicable to any and every technology adoption program

Users have to feel the need to use the technology. In my case it was my new home but every user has to have a solid reason to use the technology you are offering. Only few will use the technology offered by an organisation because they like to. Others will wait till they have to!

Not everyone will adopt at the same pace. There needs to be time, money and resources to support different needs of different users. I needed more time to learn driving and it was Ok. The important thing is that we all finally make it.

Even with the need established, it will not be easy. I bumped my car and your users will make similar mistakes. That should be acceptable as long as they are making progress. Creating environment where users are allowed to make mistakes is crucial.

There will be moments when every user will think ‘this stuff works’. Those moments need to be nurtured, harnessed and celebrated. These are the moments which become stories and will be told across the organisation.

Enjoying technology is the epitome of adoption. It is the most difficult trick in corporate technology adoption. I thought I will learn how to drive, will actually drive but never thought I will ever enjoy driving; I actually did. The key for me was to have an experience that I felt good about. You need to aim for those experiences for your users. If they get it, they will enjoy the technology and not just use it!

People hate change! Do they really?

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I have been reading a lot around the subject of change management. Almost every model, approach , paradigm starts with the basic assumption that ‘people don’t like change‘. ¬†I for one don’t completely agree with that basic assumption and I am dedicating this post to explaining why. I think people don’t hate change, they just hate badly executed changes.

Here is my fundamental question

‘If people queue up to buy the latest phone, why don’t they queue up to benefit from the changes that organisations launch’

Surely buying a phone is a big change. New phone means new accessories, new features, new chargers plus¬†the effort to get your head around all of that. ¬†That is a lot of¬†change and a lot of effort. Why don’t people hate that? Why don’t people resist that change?

Now replace¬†‘phone’ in the above situation with ‘house’, ‘car’ or anything else and the same can be argued. In these scenarios people seem to enjoy the change and in fact look forward to the change. Why then the same people resist change when it comes to their professional life?

let’s take the same phone and think about a OS upgrade. I bet lot of us have hate those. On the face of it, these upgrades are supposed to make our phones perform better but they rarely do to begin with. Many a times we are not aware of the potential problems and there are times when we regret the day we decided to upgrade the OS. ¬†New Phone and New OS are both essentially change but I am sure while most of us love the former and¬†we dread the later. ¬†I wonder why is that.¬†Now if you had bought a new Samsung Note 7, then it is possible that next time you will be less excited about even a new phone. Guess that tells us something – People don’t hate change they just hate badly executed change.

Let me say that again ‘people don’t really hate change’. They in fact love change when it comes in the right proportion, at the right time and in the right way. ¬†If I can walk up to my employees and offer them something that they know will make their life better, I don’t think they will hate the change. The problem is that employees are never presented change in a way that they can embrace and enjoy.

Most change management projects start with the grim view of employees i .e.¬†they don’t like change and¬†more often than not it is downhill from there. ¬†Instead of looking at how we can present the change differently, we curse and moan about the users. Many a times we conclude that employees are the biggest problem and for better part of the project we try to solve that problem.

Here is a different way of approaching this

Let’s start with a different assumption – ‘People love change’. If a¬†proposed change is not working then the issue if with the¬†change and not with people. This will make you approach the problem in a different way. You will try to create a change package that is of the right proportion, at the right time and the right way. You will keep trying till you are able to excite your users about the change. You will aim for the day when people will fight with each other to be the first recipient of the change you are offering.¬†I am not saying that you can make every change exciting. There are changes which will never fall in this category but most can.

We need changes to be like a new phone (not note 7 ūüôā ) and not like the new OS ūüôā

Storytelling and Change… now that’s a story worth telling

First of Placeholder Imageall I want to thank Jude Claybourne for a wonderful insight into the world of story telling.  For past 2 days, I have immersed myself into the world of business storytelling under the guidance of Jude. It has been thought-provoking specially in context of the change ideas I have been toying around. This is my effort to put these things together.

2 things from the storytelling session that stayed with me

  • Everyone is unique and each one of us have our unique stories
  • Our stories is what makes us who we are

If stories define us then our change also has to be a story. ¬†We should be able to describe every change in our personal as well as professional life as a story. ¬†As a part of every change initiative that organisations undertake, there should be a story for everyone or at least every group. ¬†Here is where I would like to thank Jude again for introducing me to the easiest way of creating stories using a a simple template –

‘Once upon a time there was ___. Every day, ___. One day ___. Because of that, ___. Because of that, ___. Until finally ___.’

I have tried this template¬†and it works with almost every situation. Let’s try something funny to being with

“Once upon a time there was a ‘happy cat’, everyday she would play with all the other cats in the neighbourhood until once day all cats just vanished. Because of that she started feeling lonely and because of that she became a sad cat.¬†Until one day a cute puppy came along and started playing with her and the sad cat became happy again

I know the story sounds stupid but it you follow the structure, story¬†just flows and you can apply the structure¬†to any context. Let’s try this in a change context. Let’s be more specific – let’s try this in sales transformation context . Can we write stories for each of the group of employees who will be involved in this change using our template above?

“Once upon a time there was a sales executive. Everyday he would go out to sell pens. One day he sold pens to everyone he knew Because of that he could not sell any more pens until finally he found a way to meet more people to sell more pens

I could have described this as that our sales teams are struggling with lead generation and we need a better way of generating leads more efficiently. But isn’t the story better? It just keep things simple and makes it easy to communicate what we are trying to do.

If we had these change stories for each of our key employee groups, then that will set the stage perfectly.  It seems we as humans are hard-wired to listen to stories, stories connect us at a different level. We need that in organisational change management. We need to connect with employees at a different level and we need that connection to be strong throughout the change journey. I think there no better way to achieve that than change stories

Here is my challenge for you. Give storytelling a shot in your change initiatives. If not for any other reason then just for fun. Try using the story template at least for one of your target employee groups and run it past them. I am sure you will be surprised by their reaction ūüôā