seen the TV show Tiny House Nation? I really like it. Drawn
to the prospect of financial freedom, a simpler lifestyle, and limiting one's
environmental footprint, more buyers are opting to downsize -- in some cases,
to spaces no larger than 300 square feet -- and this series celebrates the
"tiny house" movement.
The host and
the carpenter make a great team. Zack is the creative and ingenious builder,
working on the new organizational design, structure and processes. Host and presenter
John is the people manager who needs to create awareness, "tiny living” readiness
and to get buy-in to this tiny living concept.
there is someone showing a lot of resistance to this revolutionary way of
living. This is the moment where John comes in with his customized change
communication tools! He facilitates limited space exercises with families, lets
spouses co-build, does clothing reduction exercises with couples, organizes
funny quizzes and has cute and confrontational chats over too many dolls and
I-never-want-to-part-from-my-101-pair-of-shoes. Of course at the end of the
show, even the 15 year old is 100% on board, totally committed to his new tiny
house. A check-in after 1 month (read: employee repeat-survey) shows the whole
family living happily ever after.
At our very well-attended
NYC-SHRM event on March 3, our 3 fabulous panelists, Diane Oettinger-Myracle,
Craig Haas and Sarah Clayton, discussed 3 totally different cases from 3 different
perspectives. And yet, all addressed ‘Change
Communications’ and their specific choice of tools.
I think you
get my point: no matter what organization and the case for change,
communicating change is all about engaging stakeholders – from employees,
managers and clients to volunteers – to
overcome resistance and realize transformation. Using metrics is like hitting
the nail on the head by showing undeniable data. Social media turns into a powerful
support mechanism, keeping your organization in different locations tight and aligned.
Story telling is like that perfect inspirational quote on the wall, reflecting
your family values.
And so, OD
and Change Management practitioners, start building your House of Commitment by
choosing a mix of change communication tools that match your organizational
culture, size etc. But please don’t get
too comfortable by grabbing that good ol’ hammer that was still your grandpa’s.
Also try out that new tool that’s just on the market and trust the users. All
stakeholders might be pleasantly surprised!
& Change SIG, NYC-SHRM