1.Challenge

As the newly announced leader of the supply chain organization within our company, it was my  responsibility to drastically improve its performance.

The supply chain organization I have inherited was “old” in every aspect. It operated like an  organization of the 1960s or 70s.

Decision making was based on biased experience instead of analytical and data driven approaches,  that are paramount to get to the root of the problem.

People were not adequately trained in purchasing and supply chain management. Many of the staff  members working within the supply chain organization came from other professional backgrounds.

Computer skills were lacking. Much of the work was not done digital, but still with a lot of pen and  paper driven processes. Many processes were tracked on paper on not with computer software  and/or an ERP System, to assistant in daily operational tasks.

The supply chain organization did not have the best reputation within the company. Instead of being  a department that created a lot of value to the organization, it was perceived as a department that  just didn’t want to offer the best service for its internal customers and one that didn’t keep adapting  to the challenges of technology. Every initiative to improve the organization and its people was futile  up to this point in time.

2.Selection

I have selected storytelling for the above described challenge. It picked storytelling because in my  opinion, I think it is one of the strongest tools available to change the hearts and minds of people  and therefore their behavior. In this particular case, it was very important to show all the team  members where they are today and where they must be tomorrow in order to stay competitive, not  only for the company they are working for, but also for themselves to stay competitive in the  modern hyper competitive job market.

3.Application

To make positive change happen, I used a story of how the supply chain organization currently is,  and how it should be in the future. To make the story more vivid, I used two different characters.  Peter was the old purchasing guy. Reluctant to change, only wanting to keep the current status quo.  Mike was the newer guy, embracing change and using the newest technology to make a positive  impact.

It was paramount that the employees themselves began to see, that change is important. Through  telling the story of Peter vs. Mike, I was able to uncover all the shortcomings of not innovating and

struggling (in a positive way) to stay competitive. By using storytelling, the experience was vivid and  personal for the employees.

I was able to explain how Mike used technology to automate processes and improve overall decision  making. It was also a great way of showing how learning new technology will improve your situation  within the job market.

4. Insight & Approach

The biggest insight for me was, that by using storytelling, I was able to deliver the message to our  team not in a confronting way, but showing them by example, to what kind of problems their  current behavior leads. Through storytelling, we were able to change the behavior of the  department not by confrontation or condemnation, but by stimulating critical thinking and drawing  out ideas and underlying presuppositions.

I general the approach we used can be applied to all organization that want to drive sustainable  change. The need to change must come from the people themselves – from within. It will fail if it is  forced upon them.


1.Challenge As the newly announced leader of the supply chain organization within our company , it was my responsibility to drastically improve its performance . The supply chain organization I have inherited was “ old ” in every aspect . It operated like an organization of the 1960s or 70s . Decision making was based on biased experience instead of analytical and data driven approaches , that are paramount to get to the root of the problem . People were not adequately trained in purchasing and supply chain management . Many of the staff members working within the supply chain organization came from other professional backgrounds . Computer skills were lacking . Much of the work was not done digital , but still with a lot of pen and paper driven processes . Many processes were tracked on paper on not with computer software and/or an ERP System , to assistant in daily operational tasks . The supply chain organization did not have the best reputation within the company . Instead of being a department that created a lot of value to the organization , it was perceived as a department that just did n’t want to offer the best service for its internal customers and one that did n’t keep adapting to the challenges of technology . Every initiative to improve the organization and its people was futile up to this point in time . 2.Selection I have selected storytelling for the above described challenge . It picked storytelling because in my opinion , I think it is one of the strongest tools available to change the hearts and minds of people and therefore their behavior . In this particular case , it was very important to show all the team members where they are today and where they must be tomorrow in order to stay competitive , not only for the company they are working for , but also for themselves to stay competitive in the modern hyper competitive job market . 3.Application To make positive change happen , I used a story of how the supply chain organization currently is , and how it should be in the future . To make the story more vivid , I used two different characters . Peter was the old purchasing guy . Reluctant to change , only wanting to keep the current status quo . Mike was the newer guy , embracing change and using the newest technology to make a positive impact . It was paramount that the employees themselves began to see , that change is important . Through telling the story of Peter vs. Mike , I was able to uncover all the shortcomings of not innovating and struggling ( in a positive way ) to stay competitive . By using storytelling , the experience was vivid and personal for the employees . I was able to explain how Mike used technology to automate processes and improve overall decision making . It was also a great way of showing how learning new technology will improve your situation within the job market . 4 . Insight & Approach The biggest insight for me was , that by using storytelling , I was able to deliver the message to our team not in a confronting way , but showing them by example , to what kind of problems their current behavior leads . Through storytelling , we were able to change the behavior of the department not by confrontation or condemnation , but by stimulating critical thinking and drawing out ideas and underlying presuppositions . I general the approach we used can be applied to all organization that want to drive sustainable change . The need to change must come from the people themselves – from within . It will fail if it is forced upon them .