Encouraging Storytelling In The Workplace

Same Promotion. Two Different Worlds. Story 1: Arjun gets promoted. He calls his wife, parents, and mentor. They cheer. His boss pats his back—“Next stop, leadership!” He updates LinkedIn, receives 350 likes. Celebration dinner is booked. He’s already thinking of the next step. He feels seen. Story 2: Naina gets promoted. She pauses. Her first thought? “How will I manage the kids’ pickup now?” Second thought—“I’ll need help with the in-laws’ appointments.” She shares the news at home. Mixed reactions. "Won’t it get too hectic?” “Are you sure you want this?” She updates LinkedIn two weeks later. The post is carefully worded—not “I’m proud to share” but “Grateful for the opportunity.” She celebrates quietly—between wrapping up a meeting and preparing dinner. She feels proud… and a little guilty. Same designation. Same responsibilities. But the emotional cost? Unequal. Because for many women, each step up at work requires two steps of negotiation at home. Not just with others—but often, with themselves. Let’s rewrite this narrative. Let’s stop expecting women to manage success. Let’s start allowing them to own it.

In which of these 2 scenarios, will a sales rep sell more blenders? a) She nails the demo, flawlessly blending a smoothie in front of potential customers b) Same exact pitch, but when she pours the smoothie, she spills it all over the table Dr. Richard Wiseman conducted this exact study. More people bought the blender when she made an absolute mess. This phenomenon is called the "other shoe effect." The underlying principle: We instinctively know people aren’t perfect. So when someone appears too polished in high-stakes moments—job interviews, pitches, first dates—part of our brain asks: “What are they hiding? When does the other shoe drop?” The longer someone appears flawless, the more suspicious we get. This creates a dangerous cycle: • You try to appear perfect in the first impression • The other person's brain gets increasingly distracted wondering about your hidden flaws • When your imperfection finally shows (and it will), it hits much harder than if you'd acknowledged it upfront I learned this the hard way. When I first wrote Captivate, I tried to sound like an academic. My editor called it out: “This doesn’t sound like you.” So I rewrote the intro to be me, very me in a vulnerable way: “Hi, I’m Vanessa. I’m a recovering awkward person.” That vulnerability built instant trust. By dropping my shoe early, I built trust immediately and let readers know they were in good company. This is also how I introduce myself in conversations, and I have noticed everyone laughs and relaxes when I say it. There are a couple situations where you can actively use this effect: • Job interviews: After sharing your strengths, say "One area I’m still growing in is public speaking—which is why this role excites me." • Investor pitches: After a strong open, confess: "One challenge we’re still working through is [X], and here’s how we’re tackling it." • Team meetings: Proactively raise project risks, then offer a solution. Don’t let others discover it first. Rules to remember: • Choose authentic vulnerabilities, not fake ones • Drop your shoe AFTER establishing competence, not before • Pair vulnerability with accountability - show how you're addressing it Remember: The goal isn't to appear perfect. It's to appear trustworthy. And trustworthy people acknowledge their imperfections before others have to discover them.

If you over-curate & overthink your personal brand to perfection, your engagement will be dead! You see them everywhere—polished, poised, and perfectly positioned personal brands. Yet, their engagement is flat. Their audience? Passive. This is the"Perfect Persona" Effect—where people curate an online brand so flawlessly that it becomes unrelatable. And science backs this up. 📌 A study from Harvard Business Review found that leaders who share their struggles increase trust by 66% compared to those who only share polished success. 📌 Social psychologist Dr. Elliot Aronson’s "Pratfall Effect" proves that people perceive those who show vulnerability as more likable than those who appear perfect. The brands that win aren’t the ones that look flawless. They’re the ones that feel real. This is how we work this out with SackBerry clients: 1. Show the process, not just the results. ❌ “We grew our business 10x in a year!” ✅ “We struggled for months with zero sales—here’s what finally worked.” People relate to struggles, lessons, and real journeys. Share the how, not just the highlight. 2. Write like you talk. The easiest way to sound human? Read your post out loud. If you wouldn’t say it in a conversation, rewrite it. 3. Share your unpopular opinions. The fastest way to stand out isn’t to blend in. Take a stance. Challenge industry clichés. Say what others won’t. 4. Use the “3-Post Rule” to create trust. Your content should rotate between these formats: A personal story (human connection) An actionable insight (expert credibility) A polarizing take (sparks discussion) 5. Don’t fear the “mess.” -Not every post needs to be perfect. - Test new ideas. - Share drafts. - Build in public. People love watching something unfold in real time. So, tell me—what’s one thing you wish more people shared online? #PersonalBranding #Authenticity #BuildingInPublic #ContentMarketing

The outdated belief that women are "too emotional" to lead must be put to rest. This misconception not only misrepresents women’s leadership abilities but also overlooks how emotions can be a powerful asset in effective leadership. Also, the way emotions are displayed in leadership is still assessed differently based on gender, with female leaders often penalised for expressing emotions that defy traditional gender norms. However, recent research exploring how men and women leaders navigated the emotional challenges of the COVID-19 pandemic differently found that women may be less likely to let their emotions influence their leadership decisions compared to men. While anxiety levels rose across the board during the pandemic, women were less likely to let this emotion dictate their leadership style. Instead, they consistently prioritised team support and care, regardless of their own stress levels. The study drew on theories around emotions and uncertainty, revealing that men’s leadership was more influenced by their emotional state—often leading to less supportive behaviours under anxiety. Conversely, women refrained from negative behaviours and provided steady, family-supportive supervision, challenging the stereotype that they are more irrational under pressure. These findings underscore a crucial point: caring, empathetic leadership is not only a strength but a necessity, especially in uncertain times. As we navigate complex work environments, it’s time to dispel gender biases and redefine what effective leadership looks like. Read the full study here: https://lnkd.in/epnzQYJd Disclaimer: The study’s sample was primarily made up of cisgender men and women, mostly heterosexual, and therefore may not fully reflect the experiences of individuals with diverse gender identities and sexual orientations. Further research including these groups is needed for a more comprehensive understanding.

Breaking Stereotypes, One Mile at a Time Last week, I had a car accident. Fortunately, no one was hurt, but the driver’s side of my car was badly damaged. The moment it happened, my first instinct was: It’s my mistake! Even though it wasn’t. That reaction stayed with me long after the accident. But why was I so quick to assume blame? Then it struck me—years of hearing "Women can’t drive" had conditioned me to believe that if an accident happened, I must have been at fault. Haven’t we all heard comments like: "Pucca koi ladki chala rahi hogi" (I am sure a woman is driving) whenever a driver makes an error? These seemingly harmless remarks shape our beliefs, influence our confidence, and reinforce biases. The truth? Driving skills have nothing to do with gender and everything to do with awareness, experience, and control. Yet, biases like these exist in every aspect of life. Whether it’s leadership, decision-making, or career choices, women are often judged based on stereotypes rather than their capabilities. How can we change this? ✅ Challenge the narrative – If you hear someone say "women can’t drive", ask them why they believe that. Let’s replace stereotypes with facts. ✅ Be mindful of language – The words we use create perceptions. Let’s stop using gender as a parameter for competence. ✅ Raise confident individuals – Teach young boys and girls that skills are learned, not inherited based on gender. ✅ Support inclusivity – Whether at work, home, or on the road, respect individuals for their abilities, not outdated notions. It’s time we steer away from biases and drive towards a more progressive, equal world. #BreakTheBias #GenderEquality #Stereotypes #WomenWhoDrive #BiasFreeFuture #ProgressiveMindset

When I was 19, I leased a Mazda Miata. At the end of the lease, I got hit with a $2,750 processing fee. No one mentioned it upfront. No one explained what it covered. I felt duped. And here’s the thing: Your prospects? They’ve probably been duped too. Hidden fees. The bait and switch. Double-talk. Lying by omission. These past experiences stick with people. They color how prospects see salespeople. Trust is out. Skepticism is in. So how do you build trust in a world of skeptics? By telling the whole story, not just the part that makes you look good. Telling one side of the story sounds like: “Here’s why our solution is perfect for you.” (Of course, you think it’s perfect. You want the sale.) Telling the entire story sounds like: “Although our solution checks most of your boxes, there’s one limitation: It doesn’t integrate with your CRM, so it might require manual data entry.” See the difference? The whole story builds trust. Because when you own the downside, the upside becomes more believable. The golden rule of sales? Sell like you want to be sold to. No surprises. No spin. Just transparency.

🔊 "I don’t want to talk about myself endlessly for 30 minutes. That’s what men do, bragging incessantly about their accomplishments. I’m busy doing the work!" a client expressed to me recently. But here’s the thing: It’s only bragging if you skip the struggles and leap straight to your successes. Sharing your challenges—that's sharing life lessons. 🌟 Sharing your journey—the ups, the downs, and the self-doubts—not only provides context but also invaluable lessons. These stories make you relatable and trustworthy. Why does this matter? Especially in a new organization, people won't truly know you by just glancing at your CV or LinkedIn profile. Those can show you're competent but not who you are at your core. 🤝 Trust Equation: Trust = (Vulnerability + Credibility) / Risk The higher the risk, the more trust is essential. Think about those leaders whose teams would follow them to new ventures, often not for the money but for the trust built over time. Do you want to be a leader people trust deeply enough to change companies? Remember, to lead is to be known; to be known is to share your story. P.S. Have you ever followed a leader to a new company? What made you trust them enough to make that jump? #whatsyourstory #storytelling #trust #vulnerability

As a champion of diversity and inclusion, let me share a story with you. My daughter is a newly qualified lawyer aspiring to become a Legal Counsel and during an interview with a prominent company in the region, she was asked a question that had no relevance to her capabilities or her potential contribution to the firm: “Do you have a boyfriend?” Now, this might seem like an innocent question to some - But it demonstrates to me that gender discrimination is still as pervasive as ever. What worries me is that it’s not an isolated incident. I’ve spoken about this with several female friends and colleagues, and their feedback tells me such questions are common. It raises a fundamental question: Is there ever a justification for companies to inquire about personal relationships during a job interview? The answer should be a resounding “No.” There is no context in which a person’s relationship status is somehow tied to their job performance. Such questions not only violate personal boundaries but also perpetuate gender stereotypes that have no place in modern workplaces. Let this be a call to action for organisations to introspect and align their hiring practices with the principles of diversity and inclusion they promote. It is time to eliminate discriminatory questions from interviews and focus on what truly matters: The skills, experience, and unique perspectives that the candidate brings to the table. Have you ever encountered a similar situation? #Inclusion #Diversity #Leadership

I dropped 3 client deals in 2024 because I refused to fabricate "success stories” and bring forced engagement. This is not about ethics. This is not about morals. This is about the power of authentic storytelling. Let me break it down: Audiences have built-in BS detectors. The moment they sense fabricated stories: → Trust evaporates → Credibility crashes → Connection breaks Here's what happened when I shifted to purely authentic storytelling for my clients: Client A: The engagement rate jumped from 1.2% to 4.7% Client B: Lead quality improved, closing ratio up 35% Client C: The content resonated so deeply that competitors started following The authentic storytelling framework that transformed results: 1/ Real Struggles ↳ Share genuine challenges without sugar-coating 2/ Honest Process ↳ Detail the messy middle, not just the glossy result 3/ Actual Results ↳ Present true metrics, even when imperfect 4/ Learned Lessons ↳ Reveal what you'd do differently next time 5/ Human Elements ↳ Include emotions and personal reactions When I implemented this for a career coach: Instead of: ❌ "How I helped a leader get a 3x salary increment overnight." I created: ✔️ "How I helped a nearly lost leader who was tired of linear salary get a 3x raise with these 7 additions over a month." The result? 7 qualified leads in 48 hours. Authentic storytelling isn't just a marketing tactic. It's your most powerful business asset. Because in a world of fabricated success, honesty cuts through the noise. P.S. What's one authentic story you've been hesitant to share that might actually strengthen your connection with your audience? PPS: If you also want to get similar results, my DMs are open to talking about new projects.

Trust builds businesses. Lack of it? Kills them quietly. I’ve seen it firsthand in the businesses I coach: You don’t need to shout louder. You need to build deeper trust. Because trust is what transforms: → Visibility into credibility → Content into clients → Buzz into business that lasts And it’s built on what I call the 4 Cs: 1/ Competence → Share insight that moves people, not just fills space. → Give them the how, not just pretty frameworks. → It’s not about being impressive. It’s about being impactful. → Let them feel your expertise before they ever buy. Your clients don’t want more information. They want someone who helps them act. 2/ Conviction → Say what you actually believe. → It’s not about being louder. It’s about being clearer. → People don’t trust experts who play it safe. → Speak to what matters, not just what’s trending. The more grounded I am in what I stand for, the more naturally the right people show up. 3/ Credibility → Story over spotlight. → Teach through what you’ve lived, not just learned. → Share the scars and the solutions. → Position yourself as the guide, not the hero. Your story isn’t baggage. It’s your best trust-building asset, when you own it. 4/ Consistency → Show up even when it’s quiet. → Let your presence build predictability. → Brands are built in patterns, not one-off posts. → Create a rhythm that makes people say: “I knew you’d say that and I trust it.” It’s not about going viral. It’s about becoming recognisable. Reliable. Respected. Because trust isn’t built by chance. It’s built by design and by choice. PS: What’s your focus this quarter? -More reach -Or more resonance? I’d love to hear where you’re at. ♻️Repost to help others build trust