The proper use of storytelling in leadership

I’ve found that there are many ways available in practice that improve or intensify influence of leaders on their followers but storytelling is one of the most efficient. If a leader use it properly it helps to explain his idea and build shared vision. Storytelling by nature addresses emotions of employees and helps to overcome obstacles in the changing world.

Storytelling is a powerful tool that has been used for millennia to illustrate stories to listeners to create group, social or national identities and to share knowledge, experience and values. It is inscribed in our genes as a natural form of communication and therefore its advantage is remarkable effectiveness.

For leaders around the world, stories are a very valuable tool because they can both explain new ideas or introduce changes but also shape the corporate culture and create basic principles within their team.

Strengthen the relationship

I would like to look at storytelling from a slightly different perspective. I believe in my experience that it is primarily needed to strengthen the relationship between the leader and the team. However, there is a high risk that a person starting his path as a leader may distort the whole idea. I mean a situation where a person with less experience limits storytelling only to expressing his vision.

It would seem that there is nothing wrong with it. And yet this type of message is weaker than full interaction with the team, based on listening to the other party. You will achieve a much stronger result when you devote more time to your employees and create a place for the stories of people from your team in a way that creates a dialogue. By giving up the function of the only orator, you will give them space for a deeper entry into the given idea and the opportunity to express their emotions.

Give up being the only speaker

I am aware that this type of approach can be quite a challenge. It requires a lot of confidence from the leader to give up being the only speaker. However, by using the solution I propose you can gain a lot.

I think that the most important role of storytelling is the role concerning tacit knowledge sharing. So allowing dialogue within your team is a great opportunity not only for other members but also for you. This applies in particular to difficult cases. It may turn out that the vision with which you originally came to your people must change its shape a bit.

The benefit is even greater involvement of your people, and above all their identification with the vision that they have just co-created with you. There is a great chance that you could not achieve this by merely giving your message and leaving them.

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Jakub Grz?dzielski is a production manager , leadership coach, experienced mentor and examiner. Leading people for 16 years. He educated and leads the development of many managers of various degrees.