Leadership Storytelling Skills

Leadership fails more from assumptions Than incompetence. Beware the one-sided story. It’s rarely the whole truth. A client once told me: "I’ve failed as a leader. My team is disengaged, and it’s my fault." Sounds noble, right? Except… it wasn’t the whole story. Turns out: ↳ He inherited a team burned out by 3 restructures. ↳ Half the roles were unclear. ↳ He was never onboarded properly himself. But he had internalised the entire failure as personal. That’s the danger of a one-sided story. You over-own the blame. Or under-own your impact. Either way, you distort the truth. ⚠️ And we do the same to others. We label someone “difficult”. "Self-absorbed“. "Lazy”. But we’ve only seen them in one meeting. One moment of stress. One email. We turn snapshots into stories. And act as if they’re facts. ✅ Start questioning your assumptions Maybe they’re not rude → They’re anxious. Maybe they’re not ignoring you→ They’re overwhelmed. Maybe they’re not disengaged → They feel unsafe to speak. Behaviour is a symptom. Understanding the why behind it? That’s leadership. So why do we fall for one-sided stories? Because your brain is wired for shortcuts. It hates uncertainty. It wants quick meaning. So it fills in the blanks fast, not necessarily with facts. This is called unconscious bias. It’s not a flaw. It’s a brain feature. But left unchecked, it hijacks your leadership. 🔑 The pause between knowing and assuming is where real leadership lives. Next time, pause and ask: ↳ What’s the context? ↳ What’s their perspective? ↳ What assumptions am I making? The truth usually lives in the middle. That’s where growth lives too. What’s a one-sided story you used to believe? Drop 👇 ♻️ Repost to help your network reclaim their curiosity before rushing to assumptions ➕ Follow Florence Divet ☀️ for more insights on leadership, career and mindset 📌 Like to learn? Join my free newsletter: https://lnkd.in/ePitBSZv

Early in my career, when I shared the story of a workshop that completely bombed (an email announcing layoffs arrived in everyone's inbox during day 1 lunch of a two-day program -- and I had no idea how to handle this), three women immediately reached out to share their own "disaster" stories. We realized we'd all been carrying shame about normal learning experiences while watching men turn similar setbacks into compelling leadership narratives about risk-taking and resilience. The conversation that we had was more valuable than any success story I could have shared. As women, we are stuck in a double-bind: we are less likely to share our successes AND we are less likely to share our failures. Today, I'm talking about the latter. Sharing failure stories normalizes setbacks as part of growth rather than evidence of inadequacy. When we women are vulnerable about their struggles and what they learned, it creates permission for others to reframe their own experiences. This collective storytelling helps distinguish between individual challenges and systemic issues that affect many women similarly. Men more readily share and learn from failures, often turning them into evidence of their willingness to take risks and push boundaries. Women, knowing our failures are judged more harshly, tend to hide them or frame them as personal shortcomings. This creates isolation around experiences that are actually quite common and entirely normal parts of professional development. Open discussion about setbacks establishes the expectation that failing is not only normal but necessary for success. It builds connection and community among women who might otherwise feel alone in their struggles. When we reframe failures as data and learning experiences rather than shameful secrets, we reduce their power to limit our future risk-taking and ambition. Here are a few tips for sharing and learning from failure stories: • Practice talking about setbacks as learning experiences rather than personal inadequacies • Share what you learned and how you've applied those lessons, not just what went wrong • Seek out other women's failure stories to normalize your own experiences • Look for patterns in women's challenges that suggest systemic rather than individual issues (and then stop seeing systemic challenges as personal failures!) • Create safe spaces for honest conversation about struggles and setbacks • Celebrate recovery and growth as much as initial success • Use failure stories to build connection and mentorship relationships with other women We are not the sum of our failures, but some of our failures make us more relatable, realistic, and ready for our successes. So let's not keep them to ourselves. #WomensERG #DEIB #failure

“How do you do it?” “What do you mean?” “How do you sound so confident speaking in front of people?” I had just finished a workshop for a corporate client when a couple of participants approached me. “When you present, do you rehearse? How long does it take you to practise and know what to say?” one asked. “I listen. I pay attention. I build on other people’s ideas. But most of all, I changed my mindset on how I see public speaking.” Like most people, I was terrified to speak in front of others. In my corporate life, I barely uttered a word in meetings. I was petrified when presenting—I’m guilty of talking to my slides instead of the audience. But that all changed when I embraced storytelling. Suddenly, the audience wasn’t hostile anymore. It was friendly. Now, when I speak in front of people, I share stories. It helps me connect with the audience. How Storytelling Transformed My Public Speaking 1. Engagement: Stories capture attention. People love listening to stories because they are engaging and relatable. 2. Connection: Stories create an emotional connection. They allow you to connect with your audience on a personal level, making your message more memorable. 3. Simplification: Stories simplify complex ideas. They help break down complicated concepts into understandable chunks. 4. Credibility: Sharing personal stories builds trust. When you share your experiences, it shows authenticity and credibility. 5. Structure: Stories provide a natural structure. They give your presentation a clear beginning, middle, and end, making it easier to follow. By changing my mindset and using storytelling techniques, I turned my fear into confidence. And so can you. P.S. What’s your biggest challenge when it comes to public speaking? Let’s discuss in the comments! If you need help crafting your story or building confidence, feel free to reach out. I’m here to help! #whatsyourstory #storytelling #publicspeaking

After managing LinkedIn content for CHROs, CEOs, CTOs, and JMDs, I’ve witnessed an interesting dilemma up close: 𝗛𝗼𝘄 𝗱𝗼 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗯𝗮𝗹𝗮𝗻𝗰𝗲 𝗮𝘂𝘁𝗵𝗼𝗿𝗶𝘁𝘆 𝘄𝗶𝘁𝗵 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰𝗶𝘁𝘆? On one hand, they’re expected to project strength and vision. On the other, their teams, customers, and stakeholders crave connection, empathy, and relatability. It’s a tightrope walk, but here’s what I’ve learned—the most impactful leaders don’t shy away from showing their humanity. They don’t see vulnerability as a weakness; they see it as a superpower that builds trust, fosters connection, and drives loyalty. Empathy: The Missing Link in Leadership Empathy isn’t just a soft skill; it’s a strategic asset. Leaders who show empathy: Build Trust: Teams perform better when they feel understood and valued. Inspire Loyalty: Customers and stakeholders connect deeply with leaders who reflect their values. Foster Collaboration: A culture of openness and understanding unlocks creativity and innovation. 𝗧𝗵𝗿𝗲𝗲 𝗪𝗮𝘆𝘀 𝘁𝗼 𝗜𝗻𝗳𝘂𝘀𝗲 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗮𝗻𝗱 𝗥𝗲𝗹𝗮𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝗻𝘁𝗼 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗣𝗲𝗿𝘀𝗼𝗻𝗮 1. Share the journey, not just the destination The leaders I’ve worked with often wonder: “Should I share my failures?” The answer is a resounding yes. Sharing challenges and lessons humanizes you and makes your journey relatable. Example: “When I first stepped into a leadership role, I struggled with [challenge]. Here’s how I overcame it—and what it taught me about resilience.” 2. Celebrate the team, not just yourself The best leaders amplify the success of others. By showcasing your team’s achievements, you not only show humility but also strengthen collective morale. Example: “This milestone wasn’t achieved alone. It’s a testament to the hard work and brilliance of an extraordinary team.” 3. Engage as a person, not just a title Authentic engagement is key. Respond to comments, ask for feedback, and share insights that reflect your personality—not just your position. 𝗪𝗵𝘆 𝗥𝗲𝗹𝗮𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗠𝗮𝘁𝘁𝗲𝗿𝘀? In an era where digital platforms bring leaders closer to their audiences, relatability isn’t optional—it’s essential. Leaders who open up about their struggles, share their successes, and champion causes that resonate with others create deeper and more meaningful connections. The question is: Are you showing up as a leader people can connect with? Empathy and relatability don’t dilute your authority—they amplify it. They remind your team, your customers, and your network that behind every leader is a human being with a story worth sharing. Do you feel torn between projecting authority and staying authentic as a leader? How do you navigate this balance in your leadership journey? #leadership #thoughtleadership #personalbranding #empathy

Time to stop the blame game. Remember, at their core, everyone is driven to give their best. Instead of pointing fingers, let's shift the narrative. Move from talking at people to discussing the context. 𝗘𝘅𝗮𝗺𝗽𝗹𝗲 𝟭: During a leadership transition at EVBox, the new team struggled to understand the context behind past decisions, thus entering too quickly into the 'excuse' narrative. When starting a new role is key to recognize and appreciate the backdrop of past choices as is vital for focusing on the present and preparing for the future. 𝗘𝘅𝗮𝗺𝗽𝗹𝗲 2: At a mobility scaleup I consulted, marketing and sales were at odds—blaming each other for lead quality and conversion rates. The cycle seemed endless until they shifted focus to the challenges each faced. By setting shared goals, understanding customer pain points, and adopting an experiment-driven approach, what was once a blame game transformed into a feedback and learning loop. So next time you're tempted to blame, pause and seek to understand the "why" behind the decision. It's transformative. #Leadership #GrowthMindset #ContextMatters

I still believe vulnerability is one of the most underutilized traits in leadership. I once witnessed a CXO launch a company-wide safety transformation program. He didn’t start with a framework, initiative roadmap, or a deck full of KPIs. Instead, he shared, visibly shaken, how a particular accident at work had impacted his dear friend and his family. The room went silent. Not the awkward kind of silence, but the heavy, collective pause when everyone realizes this is different, this matters. In that moment, every “initiative” became personal. Every KPI became human. Now imagine if he’d opened with slides. Half the room would’ve been checking email. 📌 Brené Brown calls vulnerability the “birthplace of innovation, creativity, and change.” 📌 A 2020 study found that 83% of employees are more likely to trust a leader who admits mistakes and shows vulnerability. 📌 Research in the Journal of Business Ethics highlights that leaders who disclose personal struggles see significantly higher loyalty and discretionary effort from employees. Vulnerability doesn’t weaken leadership. It amplifies it. What leaders can do? Here is what I have seen work: ↳ Make it personal - Share a personal story before rolling out a new initiative. ↳ Admit it - A lot of things don't go as planned, admit openly instead of burying them in corporate language. ↳ Replace - From “I have all the answers” to “I need your ideas.” ↳ Be Grateful - Express gratitude authentically, not transactionally. ↳ Model imperfection - Show that it’s okay to learn in public. In a world where we’re trained to look strong, polished, and always “in control,” maybe the bravest thing a leader can do… …is to simply be human first. That’s how real transformation begins. #Leadership #Mindset #Transformation #Vulnerability ------------------- I write regularly on People | Leadership | Transformation | Sustainability. Follow Surya Sharma.

We’re at lunch. You say, “My interviews keep fizzling.” I slide over a napkin and say, “Do this instead.” Think of the JD as the menu. Read it for outcomes, not chores. Circle the three results they care about. For example shipping on schedule, reducing incidents, lifting activation. Underline the verbs and KPIs. Turn each into a theme card: theme, metric, stakeholder. If it isn’t on the card, it isn’t a priority. Now let the “waiter” do the carrying. Strip names and identifiers, then paste the JD and your three themes into your favourite AI. Ask: “You’re a hiring panel for a Sydney [role]. Generate 12 behavioural questions weighted to [A], [B], [C]. Add 1–2 follow-ups per question that probe STAR detail and metrics. Prioritise stakeholder, delivery, and commercial or technical impact. Output a table.” You’re no longer guessing. You’re training on the questions they’ll likely ask. You'll also feel a lot more confident. Plate three to four stories for the interview with one per theme. Use STAR or CAR so the signals are clear in your answers: set the Situation in a line (company, team, baseline), state the Task you owned, list three concrete Actions with strong verbs (led, designed, negotiated, shipped), and land the Result with numbers and a timeframe. Close the loop in one sentence: “This maps to your JD theme of delivery reliability.” First person “I,” not “we.” Outcomes, not activity. If you don’t have the perfect story, build a bridge. Start with the nearest adjacent win. Name the gap in one clear line to preserve trust (“That was B2B; yours is consumer with PCI”). Surface what transfers. Things like runbooks, rollback plans, 99.95% uptime across three regions. Then show how you’d apply it on day one: partner with Risk, map PCI scope; week two, pilot canary releases. Draw the straight line from what you’ve done to what they need and let them picture you already doing the work. The test is simple: mirror one JD phrase in every answer so the mapping is obvious; speak in ownership verbs and finish on a commercial result; close with “Why this matters for your role is ___.” Do that and you stop auditioning and start operating in their mind. Specific beats generic/fluffy and unrelated examples every time. If you want more napkins like this, follow me (Eli Gündüz).

If I've shared anything smart or insightful about communication or leadership, odds are I learned it from Mary Graham. Mary was president of Women of Faith and my boss, mentor and friend. Everything about my life is different for Mary's impact. Today, I'd like to pay it forward and share a few of the most lasting pieces of Mary wisdom with you. 💫 Context is everything. 💫 One of Mary's strengths on StrengthsFinder was input. She wasn't nosy. But she did like to know all the things. Why? Because nothing is meaningful without context. Context adds depth and nuance. Context isn't just a nice-to-have; it's a must-have for effective communication. 💫 No one cares about when you got it right. 💫 Vulnerability is hard. I get it. Especially when you're the leader. Especially when you're the female leader. But vulnerability sets the stage for connection and true impact. When it comes to using stories to influence and impact the people you lead, push past your inclination to share the highlight reel. As Mary always said, "No one cares about when you got it right. We want to know what happened when it all went wrong. What did you do? And what did you learn that will help me with the challenge I'm facing?" 💫 "What might this make possible?" 💫 Mary had this super-annoying habit of nudging our leadership team to look for opportunities in every challenge. Crazy, right? Rather than spending our time and energy railing against the injustice or ridiculousness of a situation, she'd encourage us to ask ourselves, "What might this make possible?" It was so frustrating. And helpful. If we've learned anything in the last few years, we've seen that there are new opportunities and creative possibilities in even the biggest challenges. They're there for the taking when you're willing to look for them. 💫 Every organizational unit reflects the leadership it's given. 💫 Mary was an incredible leader. Her grace-filled, encouraging, inspiring heart was reflected in everything Women of Faith was. From the experience of millions of women in packed arenas around the country to the legacy she's left with each individual team member. She was a perfect illustration of the fact that the leader influences the team, the culture and the results...every time. As the leader, are you demonstrating, creating and sustaining the environment you're proud to lead? Your words and actions carry weight far beyond what you can see. Your team is a reflection of you. On behalf of the people you lead directly and the ones looking to you when you're not even aware of it, thank you for the heart, passion and energy you bring through your leadership. You'll never fully see the impact you're making. But it's there. And it's good. Lead on, sister. ❤️

Most professionals especially at the senior level don’t struggle because they lack experience or communication skills. The real challenge? Clarity under pressure. In the mock interviews I conduct, I’ve noticed a recurring pattern. The issue isn’t the content of their stories, it’s how they frame them when asked unexpected or difficult questions. Some common pitfalls: - Giving long-winded answers without a clear takeaway - Sounding defensive when talking about a gap or weakness - Focusing too much on “what was done” instead of “what came out of it” Here’s where interview coaching makes a difference. What we actually work on: - Structuring responses using clear, outcome-driven frameworks - Identifying 2–3 key stories that demonstrate leadership, resilience, and problem-solving - Practicing how to pause, reflect, and deliver with confidence, not rehearsed lines Takeaway: - Being able to answer a question clearly, especially a tough one, builds trust. It signals readiness. It shows maturity. That’s often what separates the selected from the shortlisted. If you’re preparing for leadership interviews, it’s worth investing time in how you show up, not just what’s on your resume.

Here’s the truth: Experience alone won’t get you hired. - Not at the senior level. - Not in this job market. - Not anymore. I’ve coached experienced professionals who: - Built multi-million dollar departments - Managed global teams - Delivered results for 15+ years But still… they struggled in interviews. Why? Because interviews aren’t about listing accomplishments. They’re about connecting your experience to business impact - clearly, confidently, and concisely. ✅ Here’s what works for experienced candidates: 1️⃣ Tell strategic stories, not task lists 🚫 “I managed a $10M budget.” ✅ “I restructured a $10M budget to cut costs by 18% while increasing ROI on key initiatives.” 🚫 “I led a team of 20 engineers.” ✅ “I led a 20-person engineering team that reduced deployment time by 45% - accelerating product delivery and saving $2M annually.” 🚫 “I was responsible for client relationships.” ✅ “I built C-suite relationships that resulted in a 3-year contract renewal worth $6.5M.” 2️⃣ Speak to the role you want, not just the one you had 🚫 “I executed marketing campaigns.” ✅ “I built go-to-market strategies that scaled lead generation by 220% - now I’m ready to own that end-to-end across regions.” 🚫 “I’ve always been a great IC.” ✅ “I’ve led cross-functional projects and mentored junior staff - now I’m ready to step into formal leadership.” 3️⃣ Show executive presence At a senior level, how you communicate matters. Interviewers are listening for strategic thinking, confidence, and decision-making clarity. For example: 🗣️ Question: “Tell me about a challenge you faced.” ✅ Answer: “In Q2, revenue was flatlining. I identified a gap in our pricing model, ran a pilot with tiered pricing, and improved ARR by 27%. More importantly, it gave leadership the data needed to shift company-wide pricing strategy.” That’s not just a story. That’s leadership thinking. 🎯 Pro tip: Every answer in your interview should answer this question: “How did your work move the business forward?” Experience gets you in the room. But clarity, confidence, and storytelling get you the offer. 💬 What’s one interview challenge you’ve faced recently?