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Respond to two (2) of your colleagues’ postings in one or more of the following ways:

· Summarize what you think you have learned (from the perspective of a new employee) about the norms and expectations of the organization and ask at least one question that will help you clarify or further understand.

· Seek additional clarity or ask your colleague a question, with accompanying context, which will promote the application of storytelling as a leadership skill.

· Share an insight about the organization what you learned from having read your colleagues’ postings and discuss whether you think the organization would be a good fit for you.

· Offer specific suggestions that will help your colleague build his or her storytelling skills and how those might improve the colleague’s leadership skills or effectiveness within an organization.

· Share how something your colleague discussed changed the way you consider your own storytelling abilities and how that will help you improve your own leadership effectiveness.

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No plagiarism

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APA citing

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1st Colleagues – Natasha MillsTop of Form

Discussion –

New Employee Orientation: Storytelling

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New Employee Orientation

Research and management experts posit that new employees take about 90 days to learn the organizational culture, prepare for their roles, and make a substantial contribution to the firm. This occasions the importance of new employee orientation to welcome and prepare them for the new tasks. The paper explores storytelling as a potential tool to induct employees into organizational norms, practices, and culture. Further, the report analyzes the effectiveness of the story in conveying corporate norms and expectations. Lastly, the paper assesses the impacts of storytelling on leadership.

Storytelling

“Being part of this organization has brought immense joy and satisfaction to my life. From employee section, experience with workers and employers, to everyday culture, everyone would be glad to work for this company. So, feel welcome and enjoy the company of great minds as you prepare yourselves for greatness. One thing I am sure of about this work is that you will be proud to work here. Since joining this company, I have enjoyed every bit of interaction and processes, which makes it worthwhile. I am part of a great organization characterized by a customer-centric culture, which in turn focuses on employees to achieve the customer-centered culture.
I am proud to be part of this great organization because of various reasons. First, the firm has excellent work and organizational culture that champions the needs of its workforce. For instance, the customer care services are exquisite. The provision of over-the-top customer services is a pivotal area for this firm. Besides, the firm provides suitable working conditions for its employees, fostering satisfaction and commitment. These include appropriate remuneration, benefits, and reward packages. Also, the primary commitment to corporate social responsibility through community projects is attractive and fulfilling. Second, the firm’s leadership comprises professional and respectable leaders who exhibit high competency and integrity in their work. Our leaders know what they are doing. This is evidenced by the culture of problem-solving, where internal and external issues are resolved with utmost proficiency to avert detrimental effects to each party.
Third, the organization is run with the highest level of integrity, competence, and respect for humanity. Integrity is evidenced by our customer testimonials and reviews all over our websites and social media platforms. This is attributed to the delivery of perfect services and products, which meet consumer expectations and organizational promises. Also, the human relations docket has well-trained personnel who seek input and ideas from its human capital. Respect is a bi-directional facet in this firm. Leaders and followers uphold high levels of respect, mutual understanding, and commitment, to enhance performance. This has necessitated the positive reputation and brand name, promoting our firm, resulting in increased productivity. Thus, this is the best place to be, feel at home.

Analysis

The story reveals various concepts about the firm. These are vital, as they occasion organizational norms and practices, revealing the culture and expectations to the new employees. For instance, the story reveals several practices and norms through pride. Here, the narrator expresses his pride in working with the company while attracting others or connecting with them. Here, the story identifies facts such as organizational culture, which is a core tool for organizational success. This involves the work culture, customer service, and remuneration packages. Also, respect, commitment, and CSR ideals reveal the norms and expectations of the organization.

Assessment

Indeed, storytelling is a powerful tool in the orientation of new employees. This is because of the powerful communication through experiences and tangible evidence. This helps new employees to visualize the organization, understand its norms and expectations, thus promoting preparation for their jobs. In my view, I will employ the storytelling technique in my leadership style. Telling a story can enhance factual and tangible evidence, attracting and retaining talent. I will acquire storytelling insights from all departments to inform a connection with new employees during induction.

 
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2nd Colleagues – Tiffiney McKeehan

Discussion 2 – Week 4

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When I began my career at this organization there were no openings for Masters level positions so I took a job as a Behavioral Health Aid with very low pay. Even though I was working for far less pay than the others BHA’s who had little to no secondary training, I was grateful for the opportunity to work in a mental health profession in my community. I completed the required coursework for a BHA 3 in just a couple months which was the fastest at that time. In 3.5 months, I was promoted to a clinician and given the opportunity to learn under a skilled clinical supervisor and a Director that I admired. I was a great student, followed the directions that I was given and embraced each moment as the opportunity that it was.

My experience was not always easy, but with the support of my clinical supervisor and Director I was able to work through most of the challenges of the position. I developed grit and resilience and all of the challenges deepened my resolve and commitment to the people that I served. I was there, and am still here, because I am invested in providing quality mental health services to the Tsimshian people. Along the way I had the opportunity to train under Bonnie Badenoch in her year long immersion program for Interpersonal Neurobiology. This training, along with the on-the-job training that I had received, helped to hone and develop my clinical skills.

As my job duties expanded to include leadership in both clinical and administrative areas, I developed personally in ways that I had not expected. I was put in positions to become stronger, more thoughtful, brave, articulate, and seasoned professional. Whereas I was once very shy and nervous in front of people I was now talking to the entire staff giving directions and offering support.

To begin to work at this organization is to begin a career, it’s not just a job. There are many opportunities for career growth and individualized studies. This is an incredibly dynamic field and there is always a need for qualified professionals. There is never a moment where you have learned enough and can become complacent. The clients and their issues are never exactly the same. There is always room for development and each day is different. The best advice that I can give you is to keep on learning, don’t be afraid to ask questions, and remember to take care of yourself.
 
When I am orienting a new employee, it is as their Director, and so I cant share too many personal details. I also don’t want to share too many of the challenges because it can be distracting away from the most important things that they need to know. As I reread my story I can see several important parts: 1) It’s not always easy, you must be committed. 2) You must keep learning to stay current and keep fresh. 3) There is opportunity for growth in this organization if you are willing to work hard. 4) I learned a great deal because I listened to the supervisor and the director. 5) Self-care is a critical component of a helping professions.  
 
“Somehow, though, stories are characterized as softer and less serious than the down-to-earth details of criteria and performance.” (Eun Kyong-Baek, 2006.) This is entirely true in the examples that I shared in my narrative. The mundane and technical facts would be that the hierarchy of the organization requires that each level of certification requires increasing levels of supervision. That continuing education is job requirement and a requirement of a professional license. Additionally, toxic or disrespectful interactions between coworkers will be addressed quickly and directly to proactively resolve issues that could affect workplace productivity.

What is not effective is talking about the emotional and controversial situations that have occurred in the work environment in the past. This puts the focus on the interpersonal where as blame can be placed either way, and the attention is now on the personal characteristics of each employee (past and present). Also, living in a small town to rehash all of the turmoil could possibly breed a distrust for the mental health services that we provide and become a barrier to those who need help.

For the purpose of inspiring and aligning common goals, it can be more effective to share stories rather than run facts. (Eun Kyon, 2006.) “To manage design and enable inspiration and creativity to happen, we need to be far more conscious about storytelling and how to use it more effectively.” What I have learned is that the research points to more effectiveness and engagement from sharing stories rather than listing facts. The storytelling approach can also be useful in forging and strengthening the connections between the new employee and myself. (Eun Kyon, 2006.)
 
 
References
 
Eun-Kyong Baek, (2006). Stories: The Way We Inspire Ourselves and Each Other. Design Management Review, 17(3), 35-40.

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