Storytelling in organisations
Course code: ORG001 (The course code is relevant to this site only. Use it for correspondence between us).[divider]
About this course[one_half]Why on earth would we want to tell stories in organisations? Does storytelling in organisations really serve a worthy purpose? Well, naturally we don’t tell stories for the sake of stories. In my experience there is a lot of misconceptions about this very, very critical aspect for organisations. This is a pity since, irrespective of whether storytelling in organisations is taking place intentionally or not, organisations are getting only what their stories allow. [custom_list style=”list-2″]
- For one, our everyday stories don’t start with “Once upon a time” (They could but that is not the point)
- Two: You are already telling stories. Our organisations are rife with stories that make our organisational, business or community objectives either succeed or fail dismally.[/custom_list]
Three: Adding to the above this movement in organisational studies is backed by critical research in various interdisciplinary fields from cultural linguistics, to discourse studies, anthropology, and more.
It is based in a third scientific movement: The first being the analytic-empirical approach, the second being the systemic view, and then a third movement in many sciences.
This movement notably raises the importance of language and culture in creating our organisational realities.
- The storytelling in organisations course will help you understand why storytelling is crucial to organisations.
- As it is not about telling better stories, it will equip you to work with actual stories of people, groups, and the entire organisation
- It will help you help others make sense of seemingly constant change
- Storytelling will help your organisation in other critical aspects, e.g., change management, stragegy, and culture.
- In the above processes or areas you will have the necessary skills to be a significant voice
This course answers the why and how of storytelling in organisations. It gives the framework of understanding that some important approaches in isolation are missing: e.g., theory u, strengths, appreciative inquiry, and most values approaches.