Chris Cancialosi's Approach To Change

As Bridges (2010) opines, change is every employee fear as is any other human being nightmare. Change aiming at creating new opportunities for the firm thus compels the employees to act beyond the ordinary while demands for the company increases. Consequently, most employees particularly those in management positions always detest change as it shifts power to different centers than the usual one. The fear and uncertainty surrounding change in an organization could either build or ruin employee’s loyalty deepen on the leaders approach to change. Correctly managed change reinforces employees’ commitment as they stand to benefit from the process. However, if a manager chooses the wrong approach to change, he or she will face stiff resistance from

(2012) pronounce. The description calls leaders to articulate a compelling vision for the future of the company shrouded in clarity. Forbes (2015) contributor, Chris Cancialosi, echoes similar sentiments while discussing the best way for an organization to communicate change. He describes strategic narrative as a traditional story covering the organization’s past, present, and where it should be in the future. Contrary to the current approach where the management spends a considerable amount of time in boring presentations in PowerPoint, Chris sees the narrative as a more compelling tool as it takes less time to communicate a lot with the company. Moreover, by telling the remarkable story in the form of a video, it is easy for employees to understand their place in making the change happen as it is possible to make a compelling plot, proper characterization, a peak, and a conclusion. Leaders who utilize the approach benefits from the stakeholders support as the video respects the hard work done by previous managers as well as employees who invested their efforts. Secondly, leaders look more human as they integrate their personal stories into the story hence winning consistent support from the employees. Lastly, the move helps in creating an inclusive environment, reinforcing the company’s value, and helps employees to retain the information (Forbes,

First, the organization should hold meetings to brief employees on the intended change, how it will affect their lives, and the way the change will benefit all the stakeholders in the organization. Thomas, Sargent, and Hardy (2011) note that such a move serves to show employees that their opinion counts in the whole process, and the management is not intending to micromanage. They observe that most change strategies that fails find employees by surprise. Leaders do the work of crafting change policy behind closed doors only to give it to employees to implement. Such moves find resistance, and since the change has to happen, the company accrues a disgruntled workforce feeling shortchanged by the management. Besides, the leader should make use of brochures the company communication channels to deliver the message to ensure employees do not rely on grapevine communication to obtain information. Bridges (2010) suggests that when the company uses clear-cut messages provided by reliable sources such as notices and company circulars, employees receive reliable information that helps to dispel the fear of their unknown hence securing their loyalty during the change