Reflection – Visualisation

Challenge and selection  I am very interested in the tool of Storytelling, the art of creating a joint cause instead of solving  individual problems. I work for a company in the most down-to-earth part of the Netherlands. The  department I Work for is very task-driven. The challenge thus consists of trying to involve people in  looking at a broader perspective (or better: contextual perspective) in order to direct the various  solutions towards a joint direction (cause).

Every employee in the organization is capable enough to come up with an individual solution for the  various problems, but the might be sub-optimal when considered in a companywide context.

I Consider storytelling as a mean to establish a shared refence framework that the individual  solutions can align with.

Application  We started the process by jointly defining and describing three personas. These personas described  the typical archetypes of the roles to be found in our organization. We did this with the people that  actually performed these roles. The process we followed was that we conducted several workgroups  in which the customer, department management, employees of the department and representatives  of HR were involved. The personas not just were jointly established, but most important, it was their  interpretation of what was necessary.

After this description of roles we established the key values of the entire department. We came up  with five key, shared values to be adopted by all three personas. The process followed here was with  the help of an external behavioral consultant. Business and department management were involved.

The personas and key values came together in department meeting with all involved parties. With  the help of ‘action actors’ we put together the personas and key values. The role of the ‘Action  actors’ could be altered by an interference of all present during the actual play. The performed  behavior or task could be changed and  the actor acted accordingly to the new instructions.

These ‘action actors’ were not just actors but also behavioral consultants. In this way the performed,  altered and preferred behavior was evaluated with the entire group.

In this way a joined story was established with the entire department.

Insight and approach

What I have learned is that a joined story is essential for directing the behaviors and actions of a  department. Very important in this is that the story is something you should establish together, not  just with a small group of managers.

I found it very useful to have the help of the ‘action actors’. By starting with something way off from  the desired behavior and execution and let the group tell it’s story by changing the behavior or tasks  in order to establish the joined story was phenomenal in its success.

But, it was very important for us to have the personas and shared values in place before the ‘story  creation and telling session’. It provided just enough framework for aligning the story with.

The story that in the end was established is told very often with reference even to the undesired  behavior.

The thing that I might do different next time is to use personas and shared values that are not  determined yet. The process in itself provides room for creating personas and formulating shared  values in itself.


Reflection – Visualisation Challenge and selection I am very interested in the tool of Storytelling , the art of creating a joint cause instead of solving individual problems . I work for a company in the most down - to - earth part of the Netherlands . The department I Work for is very task - driven . The challenge thus consists of trying to involve people in looking at a broader perspective ( or better : contextual perspective ) in order to direct the various solutions towards a joint direction ( cause ) . Every employee in the organization is capable enough to come up with an individual solution for the various problems , but the might be sub - optimal when considered in a companywide context . I Consider storytelling as a mean to establish a shared refence framework that the individual solutions can align with . Application We started the process by jointly defining and describing three personas . These personas described the typical archetypes of the roles to be found in our organization . We did this with the people that actually performed these roles . The process we followed was that we conducted several workgroups in which the customer , department management , employees of the department and representatives of HR were involved . The personas not just were jointly established , but most important , it was their interpretation of what was necessary . After this description of roles we established the key values of the entire department . We came up with five key , shared values to be adopted by all three personas . The process followed here was with the help of an external behavioral consultant . Business and department management were involved . The personas and key values came together in department meeting with all involved parties . With the help of ‘ action actors ’ we put together the personas and key values . The role of the ‘ Action actors ’ could be altered by an interference of all present during the actual play . The performed behavior or task could be changed and the actor acted accordingly to the new instructions . These ‘ action actors ’ were not just actors but also behavioral consultants . In this way the performed , altered and preferred behavior was evaluated with the entire group . In this way a joined story was established with the entire department . Insight and approach What I have learned is that a joined story is essential for directing the behaviors and actions of a department . Very important in this is that the story is something you should establish together , not just with a small group of managers . I found it very useful to have the help of the ‘ action actors ’ . By starting with something way off from the desired behavior and execution and let the group tell it ’s story by changing the behavior or tasks in order to establish the joined story was phenomenal in its success . But , it was very important for us to have the personas and shared values in place before the ‘ story creation and telling session ’ . It provided just enough framework for aligning the story with . The story that in the end was established is told very often with reference even to the undesired behavior . The thing that I might do different next time is to use personas and shared values that are not determined yet . The process in itself provides room for creating personas and formulating shared values in itself .