Stories and Myths that Bind Organizations
A conversation starter from Combined Arms Consulting:
Points covered
1 Stories bind organizations, adding an extra level of strength and loyalty
2 Stories must be authentic
3 The stories and myths of a company will grow over time; they must be based on values.
The Oscars were just held in Hollywood, not really my go-to program, in fact, honestly, I could not care less, but what the Oscars do represent, or at least should, is the acknowledgement and celebration of the world of myth creation and storytelling.
From the earliest times, when Fred Flintstone and Barney Rubble sat around the cave chewing on a brontosaurus bone, the telling of stories and sharing experiences was the fundamental human glue that connected people, families, communities and dare I say it, corporations.
Reflect on all the sporting clubs and organizations that you have been involved with, and how that unconscious bond is created between strangers by sharing a communal history, set of experiences or symbols that can transcend the individual.
Every time I see a Carlton footy jumper, the wearer is part of my tribe, and I reflect on the glory days – yes, I am that old.
A Mythology a shared story about who you are, what you stand for, and why it matters, is an essential element in maintaining consistency and underlying commitment of an individual to a collective.
In my experience, organizations do not really appreciate this as a significant variable in corporate cohesion and long-term commitment. The most pressing example I could give is that at Monash, where I did my doctorate, few, if any, academics, and definitely no students knew who Monash was, or if they did, they had very little understanding of what he achieved.
Why is that important?
Appreciating the foundational values that are represented by the individual upon whom the institution was named establishes a foundation upon which the values of that institution can be based, uniting all associated with that institution.
Every organization has a story, whether shaped by the leader, by the employees, or by events or in fact by the collective.
Adding to this, it is important that the story is codified, and consideration must be given as to how that story is communicated and absorbed within the cadre.
Do not underestimate the importance of storytelling and myth creation in human society; it is the glue that maintains our tribal identities (for good or bad) and adds a line of defence when we are challenged.
As the corporate story grows in the gaps between what is said and what is unsaid, it evolves and can become Innate within the corporate culture.
Corporate storytelling, done well, must be based on history and values, not spin or fakery. It is not an expediency exercise, a marketing shtick; it is substantive, it can be aspirational.
The neuroscience is unambiguous: stories are 22 times more memorable than facts alone. Just reflect on the last film or book that stayed with you. What do you remember about the data, or was it the themes and emotion that moved you?
Stories give meaning, not just momentum. That distinction matters enormously for leaders.
But this cuts both ways. Toxic founding myths, "we're invincible", the lone hero who built everything, the culture of silence that nobody names, calcify over time.
The final consideration that must be factored into the question of myth creation and storytelling is how these important assets become inculcated into the onboarding process for new employees.
Is it purely a cursory mention, or is there a real passion to tell your story so new contributors to the growth of that story within your organization get true buy-in?
You only get one chance for a first impression, and propagating a compelling cultural and historical narrative at the outset is a great start.
Is this conversation worth pursuing for your enterprise? Please reach out
Asking questions never asked Combined Arms Consulting