Challenge & Selection

I am a corporate Behavior facilitator and use story telling all the time, in training sessions. It helps me to  set context to the program or sometimes to transition from a topic to another. It could be used to drive  attitudinal change too. There are techniques like Medicic effect, wherein we can derive the learning  from stories which is not related to the industry. For example, a story of dinosaur extinction to set  context for “Change Management” module. Employees find meaning and can relate to these stories and  share their own experiences which they may not have articulated earlier. I use their feedback and  experiences to understand their aspiration and guide them to draw a plan to fulfill their interests. I use  these strategies to understand what works best in different conditions, to gain independence and give  clear directions.

I was once approached with a training request. The audience was group of frontline leaders who had 5-6  people reporting into each one of them. These frontline leaders were recently promoted owing to their  high performance in the individual contributor’s role. However, in due course of time, most of them  were missing their deadlines in the new role and often spilled their work onto the next day. This was  affecting the team dynamics and ultimately impacting the trust within the team.

Application

I shared a story with the group about a farmer who had 2 horses. The farmer who was extremely proud  of his 2 horses and were part of his identity since they helped him with all his chores – tilling the land,  carrying his family from a town to another. He passionately loved his horses and could not imagine a day  without the horses. One day, the farmer discovered oil on his land, he was extremely jubilant. He sold  his land and became a millionaire overnight. The farmer bought his own Brand new luxury CAR. But  guess what the farmer did out of happiness. He tied his car to the horses and preferred the horses to  drawing the car instead of driving the car himself. What stopped the Farmer to drive his own Dream  CAR?

I pause at this juncture of the story to derive reactions from my audience – the group of new frontline  leaders. The story has a huge impact on the group. The reflections from the group about the “farmer not  letting go of his horses” was similar to the current group not letting go of their earlier work assignment /  past achievement.

Insight & Approach

Well, it is indeed an eye opener not just for the audience but also for me. The participants not only are  now more open to learn the skills that will help them to delegate and empower their downline, but also  are drawing a plan for themselves, to learn new skills. The approach of story telling was relatable and  helped me to connect strongly with the participants. The group was comfortable to share their fears or

reasons of “Not delegating”. The group is aware of the possibilities which they have not explored due to  lack of time. What started off as a story, ultimately led us to explore possibilities, understand our own  apprehensions or emotional blocks and be open to new learnings.

The policies are also being revamped to engage the aspirant frontline leaders, to support them with the  transition so as to achieve higher trust within the teams that they will handle in the future.

The journey was satisfying for both participants and me, how stories amazingly allows us to gain our  Strength by showing our vulnerable side.


Challenge & Selection I am a corporate Behavior facilitator and use story telling all the time , in training sessions . It helps me to set context to the program or sometimes to transition from a topic to another . It could be used to drive attitudinal change too . There are techniques like Medicic effect , wherein we can derive the learning from stories which is not related to the industry . For example , a story of dinosaur extinction to set context for “ Change Management ” module . Employees find meaning and can relate to these stories and share their own experiences which they may not have articulated earlier . I use their feedback and experiences to understand their aspiration and guide them to draw a plan to fulfill their interests . I use these strategies to understand what works best in different conditions , to gain independence and give clear directions . I was once approached with a training request . The audience was group of frontline leaders who had 5 - 6 people reporting into each one of them . These frontline leaders were recently promoted owing to their high performance in the individual contributor ’s role . However , in due course of time , most of them were missing their deadlines in the new role and often spilled their work onto the next day . This was affecting the team dynamics and ultimately impacting the trust within the team . Application I shared a story with the group about a farmer who had 2 horses . The farmer who was extremely proud of his 2 horses and were part of his identity since they helped him with all his chores – tilling the land , carrying his family from a town to another . He passionately loved his horses and could not imagine a day without the horses . One day , the farmer discovered oil on his land , he was extremely jubilant . He sold his land and became a millionaire overnight . The farmer bought his own Brand new luxury CAR . But guess what the farmer did out of happiness . He tied his car to the horses and preferred the horses to drawing the car instead of driving the car himself . What stopped the Farmer to drive his own Dream CAR ? I pause at this juncture of the story to derive reactions from my audience – the group of new frontline leaders . The story has a huge impact on the group . The reflections from the group about the “ farmer not letting go of his horses ” was similar to the current group not letting go of their earlier work assignment / past achievement . Insight & Approach Well , it is indeed an eye opener not just for the audience but also for me . The participants not only are now more open to learn the skills that will help them to delegate and empower their downline , but also are drawing a plan for themselves , to learn new skills . The approach of story telling was relatable and helped me to connect strongly with the participants . The group was comfortable to share their fears or reasons of “ Not delegating ” . The group is aware of the possibilities which they have not explored due to lack of time . What started off as a story , ultimately led us to explore possibilities , understand our own apprehensions or emotional blocks and be open to new learnings . The policies are also being revamped to engage the aspirant frontline leaders , to support them with the transition so as to achieve higher trust within the teams that they will handle in the future . The journey was satisfying for both participants and me , how stories amazingly allows us to gain our Strength by showing our vulnerable side .