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Illustrating CHANGE- Supporting change with drawn storytelling
Virpi Oinonen
virpi@businessillustrator.com
@voinonen

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My work: Internal change
communication

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I do Stuff like this:
(supporting behaviour change)

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And Stuff like this:
(Event scribing - listening for the pain)

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And Stuff like this:
(Event scribing - listening for the pain)

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How I ended up doing what I do
I blame this guy

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The problem:
Change communication
is
Boring &
alienating

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How can
drawn storytelling*
help?
* Comics, narrative infographics, animations…

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illustrations catch
people’s attention

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Cartoons help deal with
negative stuff...

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want to engage people in
change? Part 1
Start with the
Pain
Question : in your work is it ok to talk about the
negative aspects of change ?

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Dilbert: all about pain
From Dilbert.com

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Cartoons take the edge off
from the pain
and help people
go from griping to
”Ok, let’s do this”

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want to engage people in
change? Part 2
Show that things are in a flux
with a hand drawn feel

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“perfection kills engagement”. . .

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What you think you communicate with
slick visuals =
Professionalism, success...
What else do you
communicate…?

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Google book example. . .

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Cartoons make abstract
concepts more
understandable
(if you can’t take a photo of it -
use a visual metaphor!)

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RSA ANIMATE

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Make the message stick
with (lo-fi) storytelling
(story is “data glue”)

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I use a Narrative approach:

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…Is Linear
…Reveals only one THING at a time
(Consultants beware: This takes discipline!)
…Has an obstacle
(shock horror – you have to show something negative!)
A story…

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A story doesn’t have to be real!

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“If you give people facts without a story,
they will explain it within their existing
belief system.
The best way to promote a new or different
belief is not with facts, but with a story”.
- Dave gray
Food for thought:

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Exercise:
Draw a Comic strip
about
A problem

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But first:
warm-up

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Comic strip about A problem
1st Panel:
we want. . .
( THE GOAL )
2nd panel:
BUT . . .
( The obstacle )
3rd panel:
end result. . .
(How things suck
because we can’t
reach our goal)

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We want…. But…. (obstacle) so….(the end result)

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We want…. But…. (obstacle) so….(the end result)

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Dilbert by Scott Adams
We want…. But…. (obstacle) so….(the end result)

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TOPICS :
1. We want to become agile!
2. We want to become more innovative!
3. We want to change our hiring practices to
achieve diversity!

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Tip:
FACIAL EXPRESSIONS
matter a great deal

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TOPICS :
1. We want to become agile!
2. We want to become more innovative!
3. We want to change our hiring practices to
achieve diversity!
1st Panel: we want. . .
( THE GOAL )
2nd panel: BUT . . .
( The obstacle )
3rd panel: end result. . .
(How things suck because we can’t reac
our goal)

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How did you find it?

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How can all this help in
Change management?
-Reveal culture / process blockers
(surveys are gold mines for culture blockers)
-Model new behaviours :
stories of people who are already doing things the new way
(LONG SHELF LIFE! can later form parts of an employee handbook)
-Explain the why behind change
-as a Workshop tool
Any Questions?

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Get in touch:
virpi@businessillustrator.com
@voinonen
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