According to Gallup, 85% of employees are not engaged at their workplace. This means the majority of workers either view their workplace negatively or only do the bare minimum to make it through the day. They feel their only options are to quietly disengage (known as Quiet Quitting) or outright leave in search of greener grass.
In the post-COVID landscape of the modern workplace, it’s clear that leaders need to do a more thorough job of instilling a sense of purpose for their teams. Company culture is more than just a buzzword; it’s the heartbeat of an organization, defining how employees interact, innovate, and ultimately, how they achieve their goals.
According to Karen Eber, author of The Perfect Story, “one of the greatest responsibilities of leaders is to create an environment of trust and empathy. Stories can help establish trust between employees” —one of the most import elements of a thriving culture.
Why Trust Matters
Trust in the workplace is not a mere luxury but a strategic necessity. Teams that trust their leaders are more likely to be engaged, innovative, and loyal. They are also better equipped to weather storms and adapt to change. Without trust, teams can become siloed, communication can break down, and productivity can suffer. In short, trust is the lubricant that keeps the gears of a team running smoothly.
Trust is the cornerstone of any successful team. When team members trust one another, they are more likely to collaborate effectively, communicate openly, and take calculated risks. However, trust is not something that materializes overnight. It requires nurturing, commitment, and a shared understanding of values and goals. This is where storytelling comes into play.
Eber contends that “groups create a sense of belonging. Everyone who works at the same company is part of an ‘in-group.’ We feel a part of in-groups when we hear stories that share beliefs, experiences or aspirations with our own. This belonging helps us feel comfortable, relaxed or excited.”
Stories have an uncanny ability to break down barriers and create bonds among people. They resonate on a human level, evoking emotions, and making information memorable. When leaders share stories that are relatable and authentic, they can establish a sense of vulnerability and authenticity, which, in turn, encourages trust.
Three Types of Trust-Building Stories
Now that we’ve explored the importance of storytelling in establishing trust within teams and how leaders can create such narratives, let’s delve into three specific types of stories that leaders can employ to strengthen the bonds of trust and empathy within their organizations.
1. Stories that Model Growth
We can all agree we want team members that nurture a growth mindset. Leaders should share stories that showcase their own personal or professional growth journeys as a way of modeling expectations. By authentically sharing challenges you’ve faced and past mistakes made, you humanize yourself as their leader, making you more relatable. You also inspire your team to embrace continuous learning and development. These stories help create a culture of intentional development and resilience.
2. Stories that Set Expectations
Let’s be honest, job descriptions and KPIs don’t inspire; they create frameworks but fall flat when it comes to getting team members to connect with the purpose behind their work. Think about the great storytelling that happens every four years during the Olympics. It’s not just the sporting events that bring our country together, it’s the backstories of the athletes themselves that fire us up and pull everyone together.
We want those same feelings for our team members. By highlighting stories of great leaders and projects within your own organization, you set a high bar of expectations. There’s an underlying message of “this is what we are all aiming for” that can rally the team. And because these stories are of real people and events that directly relate to your employees, it’s easy for team members to see that they can rise up and navigate challenges in their own work.
3. Stories that Connect the Team with Data
In today’s data-driven world, leaders often rely on statistics, metrics, and data to make decisions. However, numbers alone often do not resonate or inspire your team. The truth is, “data doesn’t change behavior—emotions do.”
In her comprehensive book on storytelling, Eber points out that many leaders mistakenly present too much data, which creates confusion. She points out, “data never speaks for itself. When you don’t walk someone through data, you risk different interpretations and misalignment.”
Choose, instead to focus on smaller bits of data with stories. Connect your audience to the smallest piece of data—for example a specific client or project—then connect the data to the problems faced. Humanizing data makes it more accessible and allows your team to connect with the information.
The culture of a company is deeply influenced by the trust and empathy that leaders foster within their teams. Storytelling, when done authentically and with purpose, can be a potent vehicle for building trust, connecting team members, and reinforcing organizational values.
By sharing stories that model growth, set expectations, and connect the team with data, leaders can pave the way for a healthier, more productive, and more harmonious work environment. As we move forward in this fast-paced world, let us remember that the stories we tell can shape the future of our organizations and the teams within them.https://www.kareneber.com/book
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