Objective Facts Are Propaganda Article

No one launches a change initiative without knowing there’s a problem.
Well… I guess some folk are the sort to change stuff just to say they did. There are always ambitious people willing to invent crises to get ahead. But, if you’re reading this, I assume your challenge is real and pressing.
But the strange thing is how often that’s sensed on a gut level, rather than measured.
Sure, sometimes you can point to some metric.
Sales are down.
Your best people are leaving.
Lawsuits against you are rising.
Even when you can measure the problem, you take the solution on faith, blind or otherwise. How do you know widespread employee training will fix it?
Sometimes you have an inkling. Maybe it worked in the past. Maybe a trial is working in a small team right now.
But no matter how objective you try to be, there are limits.
An organisation is a living, breathing entity. It’s unique. Predictions can point the way, but they’re never prophecies.
But you can’t settle for that.
You have to measure something at some point.
If you don’t know what success looks like, how will you know you’re moving closer?
More than that:
Cold, hard facts are the best propaganda tool around.
Most of your people will agree when you point out a problem.
If you claim that things are improving, though?
Well, that’s a whole lot more controversial.
It helps to have facts on your side. Numbers, statistics, graphs with cool, little trend lines through them.
In a pinch, any stats will do. If I say stats increase your persuasive power by 93% – and even if I admit I made that number up, which I did – it adds to the impact of my argument.
Don’t make up stats, though.
And, if you can avoid it, don’t use weak numbers that don’t mean anything. I remember seeing an ad for a tennis racquet that said it was “37% more comfortable”. Nonsense like that is fuel for cynicism.
Which leaves you with something important to think about.
As your organisation changes, what numbers will also change?
What can you point to as evidence that things are getting better?
How will you know the change is real, not just chasing your own tail?
Without numbers to back up your claims, you look like you’re stumbling around, groping in the dark.
And that’s because you are.
Figure out how to measure and define success, and suddenly it becomes a whole lot more motivating.

The best way to enhance your organisation is with the ultimate advantage: trust.
But how do you measure something like that, let alone improve it?
Especially if your workforce is stretched thin, cynical and burned out on change?
There are simple, effective and proven strategies you can begin implementing today. I know you can unlock the creativity, productivity and joy of your employees.
Learn how today with my free white paper and all the resources you need to launch your own trust-based change initiative:
https://battenandking.com/advantage

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