How To Use Storytelling In Change Messages

Some executives inspire action. Others get ignored. Why? Because facts fade. Stories stick. After a 1-minute pitch, Stanford research found: ⟶ 5% recalled a statistic ⟶ 63% remembered the stories Here’s how storytelling can reshape your career: Too often, leaders default to data dumps: ⟶ Dense board decks ⟶ Endless bullet points in team updates ⟶ Info overload in all-hands meetings The result? Information is shared—impact is lost. After a career in corporate communications, I know firsthand how storytelling makes the message stick. Here are four ways to bring your messages to life with narrative: 🟡 Board Meetings ⟶ Don’t just share quarterly results—frame them as a journey: What challenge did you overcome? What shifted? ⟶ When outlining strategy, position it as the next chapter in a larger story. People engage with progress they can visualize. 🟡 Team Communications ⟶ Go beyond status updates—share moments of resilience, creativity, or lessons learned. ⟶ Instead of reciting company values, illustrate them with real team examples that people remember. 🟡 Customer Presentations ⟶ Open with a real customer journey: their pain point, your partnership, and the change they experienced. ⟶ Before/after stories make transformation tangible—more than any stat ever could. 🟡 Change Management ⟶ Paint a picture of the future state so people see themselves in it—not just the steps to get there. ⟶ Share your own experience navigating change to build empathy and trust. ↓ ↓ Want to start? 1/ Look for the human impact inside your metrics 2/ Use a simple structure: beginning, conflict, resolution 3/ Practice with small stories—in meetings, Slack, or 1:1s 4/ Always end with a clear shift or takeaway Facts inform, but stories move people. Try adding one story to your next presentation using these ideas—then watch what changes. P.S. Have you used any of these approaches already? I’d love to hear what worked. ♻ Repost to help your network lead with more story. (Research: Jennifer Aaker, Stanford GSB)

Why Movies Stick – and Strategies Don’t: The Power of Springboard Stories A two-hour film can stay with us for years. A childhood story from a grandparent? Never forgotten. But an all-hands strategy presentation? Often forgotten by Monday. Why is that? Because our brains are wired for stories. We remember emotion, struggle, transformation –not bullet points and business jargon. This is why springboard stories are so powerful in organizations. What Are Springboard Stories? Coined by Stephen Denning, springboard stories are short, authentic narratives that spark action by helping people see how change is not only possible – it’s already happening. They don’t just describe what to do. They show how someone like you, in a place like this, already did it. Why Do Springboard Stories Work? Because they mirror the stories we grew up with. Like a fable or a movie, a springboard story includes: • A relatable setting • A clear challenge • A turning point • And a hopeful resolution But most importantly –it creates visualization. It allows employees to mentally step into the story and say: “That could be us. That could be me.” What Makes a Story a Springboard? Not every story qualifies. A springboard story is: • True and specific – Based on real people and real outcomes • Focused on possibility – Demonstrates how a challenge was overcome • Emotionally resonant – Connects people to purpose • Tied to action – Shows a behavior or shift worth replicating These stories become cultural anchors. They quietly shift what people believe is achievable – and how they behave. Who Uses Springboard Stories? Organizations that lead transformation well almost always use them. Some examples: • A healthcare company using a nurse’s story to drive empathy-based care • A tech firm sharing a junior employee’s initiative to highlight innovation • A manufacturing plant retelling a safety win to reinforce shared responsibility The most effective leaders embed these stories into: * Onboarding * Team rituals * Recognition moments * Performance conversations * Strategic rollouts It’s not just storytelling. It’s leadership through narrative. Why It Matters Now In an age of complexity, speed, and change fatigue – clarity is rare. Alignment is fragile. Leaders can’t rely on instructions and information alone to drive transformation. Springboard stories offer a practical, human way to: • Make strategy real • Connect teams to purpose • Build belief in what’s possible If your goal is not just to inform – but to inspire action – it’s time to treat storytelling not as a soft skill, but as a strategic discipline. Because in the end: PowerPoint explains. But stories move people. #Leadership #OrganizationalCulture #SpringboardStories #Storytelling #ChangeThatSticks #OrganizationalAlignment

Most change initiatives don't fail because of the change that's happening, they fail because of how the change is communicated. I've watched brilliant restructurings collapse and transformative acquisitions unravel… Not because the plan was flawed, but because leaders were more focused on explaining the "what" and "why" than on how they were addressing the fears and concerns of the people on their team. People don't resist change because they don't understand it. They resist because they haven't been given a compelling story about their role in it. This is where the Venture Scape framework becomes invaluable. The framework maps your team's journey through five distinct stages of change: The Dream - When you envision something better and need to spark belief The Leap - When you commit to action and need to build confidence The Fight - When you face resistance and need to inspire bravery The Climb - When progress feels slow and you need to fuel endurance The Arrival - When you achieve success and need to honor the journey The key is knowing exactly where your team is in this journey and tailoring your communication accordingly. If you're announcing a merger during the Leap stage, don't deliver a message about endurance. Your team needs a moment of commitment–stories and symbols that anchor them in the decision and clarify the values that remain unchanged. You can’t know where your team is on this spectrum without talking to them. Don’t just guess. Have real conversations. Listen to their specific concerns. Then craft messages that speak directly to those fears while calling on their courage. Your job isn't just to announce change, but to walk beside your team and help your team understand what role they play in the story at each stage. #LeadershipCommunication #Illuminate