In Part One of this series on storytelling, we looked at the importance of stories as a way to inspire change in the people we seek to lead. This article looks at the big, overarching narratives that can drive our people to see themselves and their work in a new light. We tell our biggest
Stories are how we make sense of the world. They also stir our emotions in powerful ways, often persuading our audience more effectively than any reasoned argument. If we’re trying to inspire change, we should use them. This three-part series explores how. I sometimes imagine the first humans with conscious thought, looking across the African
What are you accountable for? And what kind of authority do you have to properly acquit that accountability? Whom do you report to? How do you get inducted into the role? Who decides which tasks are to be done, of what type and by when? Everyone craves clarity in their role. We want to know
I had occasion recently to reflect on the fact that it is now more than twenty years since I first read Peter Senge’s seminal book The Fifth Discipline: The Art and Practice of The Learning Organisation. All those years ago, I was at the National Productivity Institute in Pretoria looking for a breakthrough in work
It pays to stand on the shoulders of giants, those who have come before and exposed eternal truths. You get to see further, you have a reference point to test your own understanding and insight and it gives you the confidence to continue, even when you are not sure of the ground you’re standing on.
One of my all-time favourite authors, Joseph Campbell, when asked for a definition of mythology, gave the devastatingly simple response: ‘Other people’s religion’. He did go on to talk to the three basic functions of myth: to achieve psychological reconciliation with consciousness, life and death; to bind an individual into society’s norms; and to learn