It’s all in the name of change!

Any organisation worth its weight in gold, will want to engage with its workforce when leading them through major organisational change. But for heaven’s sake, can we please move away from this constant safety net of bringing all staff together in one big room, all in the name of ‘staff engagement’!

We’ve all been there! A CEO or MD stands at the front and:

• Tells everyone that they don’t yet know what the future looks like.
• Asks staff to voice their views and concerns.

and of course…….

• Tells the entire workforce that they are the most important asset to the organisation.

The organisation defends its change management strategy by these behaviours – and is proud of the fact that staff have been given the opportunity to attend, hear, listen and speak!

But let’s just stop and think - how could this be done more creatively?

Think about a time when you have had the best conversations in an organisation; when you have walked away inspired; when you have perhaps gone away and made a difference for yourself as an individual and also the wider organisation. And when you look back over your shoulder at those times, does any of the following ring a bell?

• That the best conversations you had happened in small groups (world café?)
• That you felt inspired after talking about things in a positive frame (Appreciative Inquiry?)
• That you felt motivated when you could see the part you play in a much bigger picture (Isn’t this just good local line management?)

My call to organisations is simple. There is a place for large scale events and meetings in keeping the workforce informed – but there is a much wider opportunity to create smaller organisational conversations. Only in these structures will staff feel more able to give the feedback that organisations really need to drive large scale change effectively.

Think big…..Act small!