From words to action - 5 strategies to make your story trustworthy

Several years ago I was standing in a crowded room at our headquarters with 500 colleagues. It was warm in the room, my cheecks turned red and I felt the tickling heat on my neck. Evelyn, one of our boardmembers, just announced the essence of the upcoming transformation and the shift from a hierarchical structure towards self-organisation.

Then, all of a sudden, one of my colleagues, let’s call him Jim, got up so firmly that he almost knocked over his chair and raised a question: “This whole story is quite overwhelming and will be a huge change. You speak about trust, transparency, and empowerment. That is quite the opposite of what I experience today. In your story you ask a lot from us, employees. My question to you is what you and all the leaders are going to change?”

'You can have?brilliant ideas, but if you can't get them across, your ideas won't get you anywhere.' - Lee Iacocca

Credibility of the messenger is key

Once you have finalised your change storyline, you have to decide who the messenger will be. This is something that we easily forget, or?we think too lightly of.?We generally say that the best messenger of the aspired future situation is the primary sponsor. This could be the CEO, a board member or someone else from the leadership team.?

A transformation will only be successful when all board members – the ultimate sponsor – are fully committed to it. Once they are all committed, they are also the best messengers of the story. You’d think… But what happens when the sponsor’s behaviours are not in line with the story they tell? Or when employees, similar as Jim, have negative experiences with the leadership style in your organisation??

The story can be crystal clear, but the credibility of the messenger is key. If the person on stage telling the story is not trustworthy, then their message simply will not stick.?

5 Strategies to turn your words into interaction

So, what to do? Of course, you can choose someone else to explain the change story. That is probably the easiest way, but maybe not the best way. If you aspire a change in mindset, values and behaviour, which means a change for everyone, then explain it as it is, by someone who is most suited to lead the upcoming change.

Underneath you find 5 strategies you can employ as the?messenger and sponsor of such an intense transformation:

• Make your story personal. The more authentic a story is, the more people feel related to it and, in particular, feel a connection with you as the messenger.
• Role model. If you have not been a true role model in the past, then do not hide that. Explain what you think you have to change about yourself to become such a role model and that it probably will not be easy for you, but that you have every will and intention to learn and experiment with this new way of working and collaborating.?
• Empathy and vulnerability. These are two words we often hear and use when discussing the skills and capabilities of future leaders. Nothing can be truer, but they are also extremely difficult to show. Genuinely understand and empathise with employees' concerns and perspectives. Step into the shoes of employees. Active listening fosters a sense of inclusiveness and shows your commitment to valuing others' input.
• Continuous learning and improvement: Demonstrate a growth mindset and a willingness to adapt your approach based on feedback and new information. Emphasising continuous learning promotes trust and shows that you are dedicated to the success of the transformation.
• Visibility and accessibility:?Engage in the day-to-day activities of the organisation. Connect with employees across different levels and departments, not just during official meetings, but also informally. This helps employees feel valued and fosters a sense of connection with you.

Showing that you don’t know it all, that you’re not perfect, is not so common in the old way of working. So, it can be pretty scary to admit that. What’s more, a lot of employees expect their leaders to know everything – another result of our old way of thinking.

In summary:

In the story of Business Agility, the credibility of the sponsor, the messenger plays a vital role. When the messenger is reliable and actively role-models the desired change, it inspires trust, commitment, and engagement among employees. However, when credibility is compromised, the transformation process faces challenges and resistance.?

By following the five strategies as mentioned above

• Personalise your story,
• Role model,
• Show empathy and be vulnerable,
• Encourage continuous learning,
• Be accessible,

You can work towards creating a reliable story that fosters a culture of Agility and guides the organisation towards success. It is a great opportunity to show your intention, to do things differently – and yes, that includes changing or improving your own behaviour. So, make it visible for others how you want to close that gap and develop new skills in your collaboration and leadership.

It’s also a powerful way to give an answer to questions in the minds of your audience such as: What and how are our leaders going to change?

Now it’s your turn. Which strategy helps you to make your story actionable??

Business Agility Live on linkedIn - The power of purpose

As I believe in the power of sharing, don’t miss this amazing opportunity. This Thursday we will be live on LinkedIn with our Business Agility boost – The power of purpose. A vital topic to start your transformation story with. As a special guest we welcome Alberto Gonzalez Otero – Founder of Just on Purpose.?

Do you prefer to read in your own time?

Download my Ebook, “Leading with Agility” –?Transform your business with people-driven agility.

This eBook offers you a wealth of tips and nuggets you can experiment with to find your way of working and thinking. A human approach that revolves around people and purpose. That helps you create a differentiating and inclusive journey towards the future of work.?

Additionally, if you are struggling with creating that powerful and actionable story and feel that this is limiting transformation, get in touch for a chat. I am happy to dive deeper into the root cause together with you and see how I can help you further on your journey.?

Thanks for reading this blog and looking forward to your response!

If you think this is of value to others, then please share it with your network. I would highly appreciate that.

Every day is a great day to transform the way you change. Create purpose driven experiences transforming lives & businesses.

Don’t hesitate to connect. I look forward to meeting you soon.

Have a great day!

Alize Hofmeester

Passionate about living by purpose. Founder of?Twinxter?/?TwinxterAcademy. Author of?Purpose Driven People, creating business agility & sustainable growth. Co-author of Agile People Principles, Transformational Leadership in the fitness and physical activity sector & Emergence. Creator of the People Journey Circle. Keynote speaker.

It's my purpose to spark the human X-factor and create purpose driven spaces, where everybody is able to grow.

How? Put people & purpose at the heart of your organisation and drive a people-led transformation.