My name is Elena Sarantidi and I currently work as a Learning & Development Manager, to INTRUM, a big organization of the banking sector, in Greece. I have more than 10 years experience in HR Consulting, Learning & Development, Training & Talent Acquisition and I’ve worked with various multinational companies.

When and how did you learn about this technique?

The first time I became familiar with the technique of ‘Storytelling’ was 5 years ago. The technique was a part of an internal training program, with the intention of developing new training methods and communication style.

What problems/conflicts/shortcomings did you have in class that led you to investigate and start experimenting with this technique?

I undertook the implementation of a large-scale corporate workshop, that was related to organizational changes in a company. The workshop involved the participation of all employees, and it would be carried out in groups, with the support of managers from various functions. The workshop would be presented directly to internal groups by managers, and I had to train and prepare them accordingly. It was a large group of managers from different levels of hierarchy and functions but with one common characteristic – leading a team with many employees! Each function had its own goals, and the challenge was to help managers to identify and align their goals with the upcoming organizational changes, and eventually embrace the change and pass it on to all company employees.

Did you have any problems in implementing it and if yes which ones?

Initially, most of the managers were out of the comfort zone, as they had to host and present online the workshop to cross-functional teams and motivate employees that have never worked together before, who had diverse working experience and goals. In addition, managers couldn’t relate their own efforts and projects with the actual organizational change that was already happening in a global scale.

What were the benefits you found when implementing the technique in the classroom?

To help them corelate, I presented my own personal ‘story’ through a specific project and the way it affected the organizational change in my team. I offered a genuine example, gave them time to reflect on their own experience and allow them to practice, sharing personal stories in an authentic way. The most important benefit is the actual engagement of participants as they felt appreciated and able to share their story without judgement.

Using this technique in class has become something recurrent for you? With the same goal as the first time? Since when are you using it?

The story-telling technique became a recurrent method for the group and as they started sharing their own experience, they were able to recognize their own contribution and identify how much they affected overall corporate success and change. The goal was the same: to identify and align their goals with the upcoming organizational changes, and eventually embrace change. I have been using this method for the last period with the particular group.

With what subject / levels / courses / modules / VET programs … do you use it? Are there adaptations of the technique for participants of different ages or even with different educational needs?

I use it in workshops and seminars related to communication & motivation. Adaptation is essential regardless of age or educational background. Each time you need to design a story or example that relates with participant’s motivation and needs.

Are there factors to take into account when applying the technique with different courses? (Also more suitable number of participants, spaces and appropriate ages)

The main factor is audience knowledge, before you decide on how to plan your training and relevant stories. The story needs to be simple and relevant to their motives to help employees retain the facts and opinions you are conveying.

How do you evaluate the results of this technique in class?

Engagement and participation during a workshop are ways to evaluate the results. The next step is to encourage employees to follow up on their stories and ask for constructive feedback.

What advantages do you think this technique brings into  students´ professional life?

Storytelling is an essential part of project and people management. Effectively sharing your own stories with colleagues, regardless of managerial level, makes the message memorable, but also relevant and easily shared. Managers are learning how to use the power of stories to engage, inspire, and produce results.

What do you think it brings to your participants? What is the feedback you get when you apply the technique in class?

Several facts can be introduced to your employees through storytelling. Creating a memorable link between the event and the employees in an interesting way will help them remember things more fondly. They visualize the context and allows them to relate with feelings rather than just raw data.

Mention a personal anecdote, a very positive experience, a comment from a participant, or something that you have seen, something that can be inspiring to encourage others to try storytelling in class.

By sharing their stories, participants created a genuine bond between them. It was a moment of revelation when they felt safe and received constructive feedback from colleagues who face similar challenges.

Has any participant told you how this technique has been useful for him/her in their professional career?

Using storytelling in their managerial role helped them establish a positive connection with their teams. They could motivate and engage other people to have a better understanding of goals and their actual role in the company’s overall success.

• Sometimes it is important to share your ‘failure’ story and embrace the lesson you learned. It allows people to feel relaxed and relate with their own experiences and motives.
• Keep the stories simple and support them with facts and data.