October 23, 2013 by Annette Simmons 2 Comments

Episode #2: Karen Dietz

Karen is the best curator of articles about successful storytelling I know. We go back a long way. She and I met in the world of traditional tellers “back in the day.” Today she has a finger on the pulse of business storytelling. In fact, Karen Dietz and Lori Silverman have written a new book: Business Storytelling for Dummies that comes out November of 2013.

Karen suggests we forget the word “storytelling” and think instead in terms of story-sharing.

Because then, it “becomes a process of thinking, listening, understanding and meaning-making.” We talk about the practice of storytelling and how this practice changes the teller once you add reflection to your process. She isn’t interested in clients who just want a jolt of storytelling by investing in a workshop without any follow up work because when a client is ready to invest in story “for the long haul” they get the full benefit.

Karen points out that when we create a culture of story sharing we help an organization reap the returns that come from a network of rich information and meaning that fills in the blanks created by statistics and measurements. She causes me to reflect that I am the worst when it comes to offering a “jolt of storytelling” by agreeing to do one workshop and moving on. I am not telling the whole story when I do that. Karen is good – that’s valuable information for me! It is a pain in my neck to deal with, but that’s what learning feels like sometimes.

We discuss a quote from Karen’s excellent website www.JustStoryIt.com:

“People don’t resist change, they resist being changed.” Peter Senge

She explains how one story consultant managed to botch the process to the point executives referred to the process by saying “We’ve been storied.” Introducing story to an organization is a multi-faceted application with results that can improve every point of communication as well as enrich the creative problem solving capacity of work groups.

“We’ve been storied.”

When story sharing is collaborative and constant we create a more mindful organization embedding reflection and awareness that helps find opportunities and avoid problems.

Karen uses art to capture and remind people of the art part of our stories she describes as “art in the air.”

Best tool: Don’t ask for a story, but ask “Tell me about a time when…”

Look for Karen Dietz on ScoopIt.com who profiled her recently in their “Lord of Curation” series. You can see her interview about curation here.

Part two of my converstaion with Karen Dietz will be published on October 30, 2013. If you sign up below I’ll send you this and future episodes of The Story Factor Podcast.

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July 7, 2013 by Annette Simmons 7 Comments

EASING A STORY INTO YOUR JOB INTERVIEW

Earn your turn!

Listen first. If there is dead silence offer your story as a little gift to get things rolling. Begin with an obvious link to their particular use for your story.

“I am particularly interested in…

how you do X…because my interest in X started one time when
your focus on X…because I had an experience that…
saving us some time so I thought I’d share…

If your interviewer is already talking, listen carefully, for two reasons. One, when you give your attention first, they are more inclined to match it with a return gift of attention. Second, you can repeat back in their own language their exact words and link their words to your story bridging the conversation to your story.

Getting Away with it

Listen to a politician on TV or radio – no matter what question is asked the answer turns into the story they want to tell. You can do that too. Most questions are just probes to find out what you/your answer means to them personally. I think every interviewer has a future desire to hear “thanks” or “good job” for hiring well, as well as a present need to get the right person. If your story doesn’t address their desire or need, it won’t work.

People get irritated when you waste their time. If your story feels like a waste of time or a hard sell – they have every right to be irritated. So stop talking

Enhance “Yes or No” Questions

Avoid monosyllabic answers to “Yes or No” questions. If asked a direct question: “Have you worked overseas?” and your answer is “no” – for heaven’s sake add a story that tells a more complete and informative picture: “When I was growing up we lived in Germany and Japan. On my first day of school in Japan…” Or if you are asked, “Can you travel?” A yes answer can be coupled with, “One day last year, I had a flight…”

What about people who want me to cut to the chase?

If a picture is worth a thousand words a story can be worth an hour or two of interviewing. Remember you are there to save them time/money/frustration anyway. You may as well start doing that during your interview.

When you deal with someone who operates with a sense of urgency it is best to match their pace. They have the power and it is a big risk to force a slower pace or go deeper too soon. Your stories will have to be lean and punchy. However don’t edit to “just the facts.”

Edit to deliver an emotional impact with the least words. If the emotional impact is effective, they will ask for more of your story. For example: “I prefer to lead in a collaborative manner. But I can be directive in necessary …like the time my group’s budget was cut 30% and we had one day to decide how to deal with it. I had to push to get decisions.”

That two sentence “story” should invite a “tell me more” response.

I will be interested to hear your comments and particularly interested in responding to specific issues or questions.

June 25, 2013 by admin 5 Comments

Stories for a Job Interview

“I think you need at least three stories walking in to an interview.”

Whether it is a formal performance review or a potential employer evaluating us in casual conversation we are constantly being interviewed. I will be posting a series of thought starters that walk you through finding and telling great stories that might wow an interviewer, get a promotion, or at least set the scene for your next performance review.

I think you need at least three stories walking in to an interview. First you need a “who I am” story that says a lot about who you are and who you are not.

You also want to have ready answers to the predictable versions of “Biggest Strength and Biggest Weakness” request. Use Value-in-Action stories. You can describe your strength/best quality by telling a story about a time you shined.

Your story about a weakness can be an “I Blew It” that shows how this quality got you into trouble one time. This kind of story simultaneously showcases your commitment to your strength as well as demonstrates you already know how this quality can be a weakness in certain situations.

How do you come up with a story like that?

You start by asking yourself: What qualities do I bring above and beyond my resume? Two years from now what words would they use to describe why they are glad they hired me? Discern these best core qualities and then look for a story that showcases those qualities.

When were you really tested? Think of an event where it would have been easier even cheaper to do something else, but you held firm. For the “I Blew it” story, find an event that nags at you still – a time you recall with thoughts of “shoulda/woulda/coulda” and you will find a story.