First, share relatable success stories highlighting the positive impact of culture shifts in other organizations. Use real-life examples to illustrate the benefits and ease fears. Second, craft a compelling narrative about your company's vision and mission. Show how the new culture aligns with these goals, creating a sense of purpose and shared commitment among team members. ✨

My approach is to uncover the stories people tell themselves—especially unhelpful ones—and identify the assumptions behind them. This insight informs videos dramatizing tough workplace decisions, sometimes with humour. Drama thrives on decisions, making the content engaging. These clips can then be shared in a campaign where people judge how characters handle challenges, much like what we see on Gogglebox. It's fun, participative, and sparks organisation-wide discussions on your culture shift. Done methodically, it surfaces unspoken principles and stimulates the dialogue needed for meaningful change.

You need to look out for the positive examples wherever they may be, and have eyes and ears in all areas to help you identify them. You then need a vehicle for capturing and showcasing these examples. This needs to be repeated and become part of the normal rhythm of the way the team works. The agnostics will gradually come on board, then the resisters. The converted resister's story is one of the most important to tell. The few who just won't play - ignore them and focus on positively reinforcing the stories which align to your desired culture.

To rally my team around a new culture shift, I'll leverage storytelling by sharing a compelling narrative that resonates with their experiences. I'll craft a story that highlights a successful transformation, drawing parallels to our current situation. By illustrating the journey from initial skepticism to positive outcomes, I'll depict how embracing change leads to growth and success. Personal anecdotes about overcoming challenges can humanize the process and foster connection. Through relatable stories, I'll inspire my team to envision the benefits of the shift and motivate them to become active participants in our transformation journey.

I feel a better approach would be to, first, understand why the resistance is there - seek first to understand (a.k.a. get to the root), then to be understood (a.k.a. telling a story to rally your team).

Storytelling is a powerful tool for driving cultural change by making values tangible and relatable. Share success stories that highlight desired behaviours and outcomes. Use narratives to illustrate how the new culture creates positive impacts, both for individuals and the organisation. Engage employees by inviting them to share their stories, fostering personal connections. Authentic, emotional stories resonate deeply, inspiring your team and creating a shared vision for change that feels real and achievable.

My approach is to use video drama. Focus groups uncover the resistance and the stories people are telling themselves to reinforce their opinions. Use this information to create short, high stakes dramas that play out the underlying assumptions. The advantage of drama is that the avatar effect actors allows people to discuss behaviours without fear. In fact, it's fun to talk about little dramas, almost like Gogglebox. You get immediate engagement and immediate opinions. Once people are talking, use campaign methods to keep the conversation going, steer it and reflect it back.