Storytelling for Change

Like everyone else, I love a great story—and history is full of some of the best. Everything from mystery and romance to tragedy and falls from grace. History was my major in college, so I cringe when I hear people refer to the subject as boring or just a collection of names and dates when in fact it’s so much more. It’s a chronicle of the human experience, only told in hindsight and with 20/20 vision.

The benefits of learning from someone else’s success or mistakes makes historical stories a great tool for gathering and sharing workplace knowledge, influencing culture, and spurring change. But it only works if the story of how the organization is functioning today, is purposefully documented for the future.

Though most of the storytelling in organizations happens informally, think of the possibilities if we could formalize the process by: Recognizing storytelling as a valued organizational capability? Equipping employees to document their own stories using templates, examples, and guidelines? Ensuring captured lessons were engaging, searchable, and easily accessible?

Despite the fact that “storytelling is innate and intuitive,” David Hutchens, author of the Learning Fables books, found that a lot of people feel anxious about sharing narratives in a corporate setting. Yet, the benefits are real. As explained by Darcy Jacobsen of Globoforce, “stories [help us] to make sense of our environment. They make us care. They provide a shared context for mutual understanding of events and issues that impact us. And they inspire us to change our point of view.” Stories are indeed powerful drivers of change.

To learn more about incorporating storytelling into your change projects, check out these resources:

• Michael Margolis’ Storytelling Manifesto for Change-Makers and Innovators
• Steve Denning’s Master Business Narrative
• Elaine Morris’ Influence Change Through Storytelling
• Erin Koenemann’s Storytelling: Turning the Page for Organizational Change
• Changing Minds Through Storytelling