From the product to the leader of the Organization
When I was a young adult we had an expression that people, who were in the same groups i did, used to say that one of us was lying or inventing. This expression was:
-“Tell me stories that I like!”
It is with a smile on my face that today recall those meetings and those stories. There was a certain pleasure in crafting compelling stories even for trivial matters that today would be a gold mine if we apply to knowledge transfer in organizations.
Even though the amount of knowledge that we store in general decreases in value as time passes, storytelling can be a way to validate this knowledge in new contexts.
It is important however to remember that the narration doesn’t always work well. Storytelling may not exceed the quality of the underlying idea being transmitted as was the case with my friends.
The emotional charge contained in the stories causes the message to be integrated faster and deeper, but the meaning to extract cannot be tampered with.
Storytelling in organizations involves all stakeholders in the development of products or services and cannot stand for the description of processes or stages of development.
“A product is more than an idea, it’s more than a website, and it’s more than a transaction or list of functionalities. A product should provide an experience or service that adds value to someone’s life through fulfilling a need or satisfying a desire. The ultimate question then becomes: who identifies that value? After the executive or stakeholder identifies the initial idea, who in the organization ensures that the product and experience deliver value to the user? Maybe it isn’t the product manager, marketer, technologist, or designer; perhaps what we need is a new role: the product storyteller.”
A storyteller has to be someone who inspires confidence, has a purpose and does not lose the meaning of story elements.
We know that a key element to the success of relationships between people is the ability to create a compelling story. Story telling means being able to engage audiences, build trust and clarifying centers of influence.
Building trust in the transfer or sharing of knowledge is essential for the development of individuals and organizations.
Storytelling can feed the trust among the various stakeholders of the changing processes.
A good story helps to establish trust, articulating values, generating an inspiring action, resulting in knowledge sharing, community building and helps to open the paths of innovation.
The stories move us to action.
The action requires risk and is innovation. Our openness to risk-taking is rooted in our emotions and these are supported by our values. Innovation is a vital necessity for the competitiveness of enterprises and innovation only makes sense with risk-taking.
We know however that many managers, rooted not in emotions but on analysis, refuse the possibility of risk with ease. The same goes for most of the employees of the companies to defend their comfort zone.
The stories can shape how we respond.
We are confronted every day with new information, news that we confront with reality and that requires interpretation.
The stories teach us how to act.
If we feel this will to act upon hearing a story is because it inspires us. Feeling is to let the emotions break into our state of mind, and enhance “the values” which is in us, those values which have created the meaning of good or bad in the news that I received.
“Among the traits shared by inspirational leaders, one of the most important is the ability of storytelling. One well-told story is far more effective at touching listeners and moving them to action than an entire encyclopedia of cold, hard facts. From myths and fables to personal anecdotes, storytelling has a unique power to create connections quickly. People connect with the emotional power of stories…the potent impact of a story lingers long after mere facts and figures are quickly forgotten (or dismissed).”
Do you want to comment?
- When Design Thinking helps create a sense of purpose in HR
- Innovation and the challenges of teams and organizations
- How to provide magical experiences to the employees of an Organization
- Design Thinking is to think less about the resource and more about people
- Do not be afraid to focus Human Resources on people
TagsAnalyses and intuition Art and innovation Ask questions Assumptions and innovation Behavior and innovation Behavior change Business model Business models Collaboration and innovation Connections and creativity Create value Creativity and diversity Creativity and empathy Creativity and sustainability Critical thinking Designthinking Design thinking and business Diversity and creativity Diversity and Innovation Emotional experiences Empathy and innovation Evaluation of ideas Innovation and Human Resources Innovation and Management Innovation and networks Innovation and observation Innovation and possibilities Innovation and trust Innovation Culture Inovattion Institute for the Future Interception of ideas Intuitive thinking Making decisions Marty Neumeir Motivation and collaboration Open Innovation Services Passion and creativity Protoypes Resistance to change Rethinking options Simplicity and innovation Time and creativity values and innovation White space
- February 2017
- January 2017
- December 2016
- November 2016
- February 2016
- March 2014
- May 2013
- April 2013
- March 2013
- February 2013
- January 2013
- December 2012
- November 2012
- October 2012
- September 2012
- August 2012
- July 2012
- June 2012
- May 2012
- April 2012
- March 2012
- February 2012
- January 2012
- December 2011
- November 2011
- October 2011
- September 2011
- August 2011
- July 2011
- June 2011
- May 2011
- April 2011
- March 2011
- February 2011
- January 2011