Righttrack Whispers: Once upon a time

by Sarah Stokes

How stories can be used by managers and trainers to provide new perspectives on the challenges we all face.

I expect you are wondering what relevance stories have to training and development? They don’t necessarily just belong to the world of entertainment. The great thing about using stories is that they are a powerful way to engage people. They tend to bridge old divisions and can unexpectedly illuminate new ideas and new paths. Stories are usually crammed with metaphors providing images and descriptions, which engage with our conscious and unconscious mind. They often carry profound truths that can resonate with challenges that we face today.

Take Harry Potter and his continual battle against ‘He-Who-Shall-Not-Be-Named’. Facing deadly dragons, fierce water demons and soul-sucking dementors amongst others, his journey through fear, laughter and friendships strikes a powerful note for many people today. Everyone faces challenges, continual change and the need for bravery to step into the unknown. We all have our own dragons to fight and have great friendships and laughter to help us find our own truths.

Stories have lasted for thousands of years. This supports the idea that they speak to people about their interpersonal challenges as powerfully today as at any time in the past.

If you are a manager, trainer, facilitator or coach, using stories when working with others can bring amazing results – as long as you use some simple guidelines.

1. You must know your story well and know when to use it. Don’t get too attached to the story. A story told at the wrong time to the wrong audience can be off putting. On the other hand, a story told at the right time can add tremendous depth to a learning intervention

2. Make sure the story is succinct, that it can be explained and that you know what your intention is in using it. For example, does the story illustrate something about the culture of the organisation, the group process or something about behaviours and feelings?

3. Read the story appropriately. For example, some stories need to be told with energy and power and others slowly with consideration. However, don’t rush through it. People need time to absorb the words and the feelings connected to it

4. Be prepared to make time for anything that might come from it. For example, if individuals suddenly have certain insights, then these need to be acknowledged and dealt with in the moment. The warning here is to remember how powerful stories can be and that you might have to leave your prepared agenda

5. Draw stories out from the audience. Using the structure of a hero’s journey to move a group from one place to another or to review learning objectives is a powerful way to engage individuals with their own stories

6. Develop your own collection of stories that you think are appropriate for learning situations. Find stories that speak to you

7. Embrace creativity and take a risk. Most importantly understand what it is that draws you to the stories that you want to tell others

If you haven’t used the power of storytelling before – have a go and see what happens, you may just find another tool for your tool kit and if you use stories, great! Share your experiences and ideas with others.