Anne Morris

And they dispatch people to go and execute this.

And then they breathe a sigh of relief thinking that their work is done.

No, they've just begun.

That their communications work is done.

And they've only done the first step.

There's this huge communication need now to tell us the plan, right, and tell us what's going to happen when we get there.

Because you have the whole rest of the workforce that you now have to bring along and get buy-in from.

And I feel like the investment in that part of the challenge is just painfully necessary.

You're done thinking about it.

Yeah.

You've metabolized it.

You've absorbed the shock of this.

You've gotten yourself in the mindset to move forward.

But the people around you are just beginning to move through those phases of metabolizing this information and their new reality.

And to your point, if you're somewhere stuck in the middle of this hierarchy, if the pattern holds, your senior leaders probably have not thought

deeply and rigorously about how, from a storytelling and from a support standpoint, they're going to bring the rest of the workforce along.

And so what can you do within the circle of influence that you totally control?

It might only be with your direct reports.

to block out these narrative steps with people, we've seen it make a huge difference.

Because part of that first step of owning the past, owning the mistakes, owning where we are, owning the costs for everyone leaving and staying, you're also making that discussable.