In a world where uncertainty is constant, organizations have the power to provide something essential: stability. We often think about stability as the systems and structures that give people clear expectations and support. But just as essential is the role of storytelling in creating a stable environment. Storytelling is more than a tool for communication; it’s a hallmark of human connection, and it forms the backbone of an organization’s identity.
At its core, storytelling is how we define who we are and why we’re here. It’s how we connect people to shared values and foster a sense of belonging and alignment. For a team, especially in times of change or uncertainty, a strong organizational narrative becomes a compass—a guiding force that gives meaning to the day-to-day and reminds everyone why they’re part of something larger than themselves.
When team members understand the story behind decisions, policies, and changes, they feel grounded, even when they disagree or continue to carry a degree of uncertainty. Storytelling provides context, bringing clarity to what might otherwise feel chaotic or confusing.
A Hallmark of Human Connection
Storytelling is a hallmark of human connection, and in an organization, it serves as an invitation for each team member to bring their unique contributions to the collective mission. An organization’s story helps us frame even difficult situations for understanding and stability. By anchoring decisions and goals in a shared narrative, leaders help create a culture where people feel seen and valued.
A consistent organizational narrative builds trust by helping everyone understand the “why” behind the “what.” This context is especially important during challenging times or major transitions. When leaders openly share the organization’s story, the team is able to see the journey as a whole, instead of only glimpsing isolated changes or isolated tasks. In this way, storytelling creates alignment and purpose—people don’t just work for the organization, they feel part of it.
The Challenge of Power Dynamics and Opposing Narratives
However, storytelling in organizations isn’t always simple. Power dynamics often create opposing narratives, where employees and leadership may have different perspectives on decisions, challenges, or changes. These differences can lead to misunderstandings, mistrust, and even resistance, especially when the underlying story is not shared openly or when people feel left out of the decision-making process.
Leaders sometimes hesitate to share transparently because of the belief that they must hold all responsibility. This instinct to “protect” others from the weight of challenging realities often arises from a genuine desire to avoid placing undue burden on employees. But when leaders withhold pieces of the story, they may unintentionally deepen the divide in understanding between teams. Without clarity, teams may feel like they’re following a narrative that doesn’t resonate or doesn’t feel true to their lived experience.
Sharing responsibility and inviting team members into the organizational story may bring up challenging emotions for leaders and employees alike. Leaders may feel vulnerable or exposed when admitting uncertainty or complexity in their choices. Likewise, employees may experience discomfort when they see the full weight of organizational realities. However, these moments of shared truth can also be the foundation for a more resilient, unified organization. By acknowledging and addressing these power dynamics directly, organizations can move toward a more balanced narrative that truly represents everyone’s perspectives.
The Evolution of Storytelling in an Organization
Storytelling is dynamic. As an organization grows and adapts, its narrative will evolve, reflecting new challenges, perspectives, and insights. Each team member brings their own unique experiences and ideas, shaping the story over time. This means storytelling is an ongoing practice, not a fixed message. It’s about holding space for both consistency and growth.
Storytelling frames the organization’s identity in a way that remains steady yet open to evolution. It’s an adaptable framework that strengthens resilience, as it allows the organization to honor its past, embrace its present, and imagine its future.
Bringing it all Together: A Call to Leaders
At Leverage to Lead, we’ve seen the power of storytelling transform teams and foster resilience. Storytelling gives people a reason to believe in the organization’s purpose, helping them see their own roles in the larger mission. When leaders build human-centered systems and engage in storytelling, they create an organization that isn’t just surviving the changes but growing through them.
So here’s the call to action: Embrace storytelling as an ongoing practice. Be intentional about the narratives you share, recognize the influence of power dynamics, and make room for evolving perspectives. A shared story brings people together across roles and responsibilities. Storytelling isn’t an extra—it’s essential to creating the stable foundation that allows organizations to thrive, no matter what comes next.