During times of organizational change and uncertainty, people huddle and compare notes, trying to find out what is going on. Once they have figured out the plot, they can anticipate how it will end. That helps them make sense of their experience, and even if the story ends badly, at least they know where they stand. In tough times, there are four typical plots: the downfall, the scam, the contest, and the quest. If people believe in the downfall or the scam storyline, it puts a lid on their energy, rumors flourish, and often the truth goes underground. By contrast, the contest storyline provides a surge of energy as David takes on Goliath-the problem is that Goliath usually wins and people are then completely deflated. The fourth plot is the quest, as seen in stories about King Arthur and Erin Brockovich. This plot, which is about purpose and achievement, generates energy and high aspirations. Leaders cannot control the stories told in their organizations, but they can influence them. To do so, leaders must first find out what stories people are telling, and then they must engage in candid conversations and create new huddles about a compelling future. If leaders want people to participate in the quest, they must make this plot believable-not through manipulative rah-rah meetings or savvy sound bytes, but by providing short, clear, and credible steps for how to get there. The people must have faith that it can be done. HR, training, and OD professionals can help the leader in this process. In this session, you will work with the personal quest of The Ugly Duckling by Hans Christian Andersen, explore familiar movie plots, and discuss the real-life organizational quests at Keyspan Energy and Finnish Broadcasting.

Learning Objectives - Analyze what stories are blocking change in your organization. Develop a plot that can inspire people to engage and perform.