Industrial Theatre is, in essence, a transformation mechanism that creates learning on emotional level, and therefore dramatically reduces resistance to change, which positively influences mindsets, beliefs and behaviour patterns. Secondly, Industrial Theatre serves as an excellent communication tool to convey complex issues in an entertaining and understandable manner.

The aim of this article is to explore to what extent Industrial Theatre can add value to the successful implementation of Organisational Changes such as new structures, mergers, Information Management initiatives, New Vision, Mission and Values, etc.

Theatre is one of the few tools that are able to surface, depict and dramatize mindsets and beliefs, and can show the impact of the difference between applying the inappropriate or appropriate mindset and belief systems. Actors on stage are able to verbalise and act out the thoughts, assumptions and beliefs of the characters they represent – and that is powerful learning for the audience.

For employees to make the correct decisions they need to understand the total value chain of their particular business. If not, they will probably end up making decisions that benefit their department, but is, in fact, a poor decision if the total business situation is taken into consideration.

Theatre is about story telling, and if a typical business scenario (or analogy) is performed that explains the bigger picture and how different elements fit together, then employees often see the light of system thinking – and Transformation Management is all about applying systems thinking.

During transformation, employees will typically experience the different phases in the change process, such as denial, anger, depression and acceptance. If not dealt with efficiently, this resistance slows down the implementation process and can even lead to the sabotaging of the process.

The essence of the theatre (or drama) discipline has to do with the expression of emotions through storytelling. Emotional learning is created because these emotions are depicted on stage, and employees can identify where they are at in the change process (awareness) and can then identify what they can, or must, do to move (mobilise) successfully through these phases. This learning obviously speeds up the implementation process. No other communication, training or development tool such as presentations, workshops, lectures, video conferencing and training courses can provide learning on the emotive level to the extent that drama or a theatre production does.

An integrated approach based on the disciplines of Drama, Industrial Psychology and Organisational Development is used especially during the design phase of the theatre production. This diversity in skills creates the platform from which a complex issue such as major organisational change is researched, and the comprehensive information gathered in this way, is then transformed into a simple yet powerful format, I.e. a Theatre performance.

An outcome based approach is frequently followed during the Theatre Production design and therefore the learning objectives provide a common understanding of what the Theatre Workshop aims to achieve. These learning objectives are usually defined on both cognitive level (creating understanding) and emotive level (creating emotional learning) and the level of achievement can be measured. This approach often provides management with valuable information such as employee morale and burning issues.

The different levels and departments in the organisation probably require different communication strategies. For example, on Senior and Middle management level, emotional acceptance (“Buy-in”) is crucial, while on lower levels, a general understanding of what the change is all about, is probably the minimum communication required.

Theatre productions are extremely flexible and can be applied to accommodate different communication needs. The level of learning required often determines the type of theatre production that is used. To create a high level of individual learning a Facilitated Theatre^Ò Workshop, which consists of two or more plays with small group learning discussions between the plays, would be an ideal option. For lower level employees, an Industrial Theatre performance, that provides an overview of the organisational change and the impact thereof, can be performed for almost any size of audience.

• Ensures informed employees by communicating complex messages in a simple yet accurate way.
  
• Accelerate the implementation of the change by clearly showing what new behaviour is required.
  
• Breaks down resistance to change by creating emotional awareness and learning about mindsets and belief systems.
  
• Mobilises staff because they understand the difference between the old and the new culture and the impact if they stay with old culture.
  
• Energises and creates commitment of staff by providing the rationale of the change and by providing an exciting and tangible future picture (vision).