Many organizations proudly display their values.
They’re framed on office walls.
They’re listed on company websites.
They’re mentioned during onboarding and job interviews.
But after that?
Too often, those values quietly fade into the background.
In a recent Leadership Story Talks debrief episode, Jerome Deroy and Julienne B. Ryan explored a key insight from their conversation with leadership coach Brad Farris: values only become meaningful when they are expressed through stories.
Without stories, values remain abstract ideas. With stories, they become guides for behavior.
The Problem With “Values on the Wall”
Most companies invest time creating value statements—integrity, collaboration, innovation, accountability.
But employees often struggle to translate those words into daily actions.
What does “innovation” look like during a difficult client conversation?
What does “collaboration” mean when a deadline is tight?
What does “integrity” require when a project goes sideways?
When organizations fail to answer these questions, employees fill the gaps themselves. They bring their own interpretations—and sometimes their own values—to the workplace.
That can lead to confusion, inconsistency, and a disconnect between what a company says it stands for and how it actually operates.
Stories solve that gap.
Stories show what values look like in action.
The Stories Already Exist
One of the most important reminders Julienne shared during the conversation is this:
The best stories already exist in the room.
Organizations don’t need to invent inspiring examples of values at work. They need to notice and surface them.
Small moments often reveal the strongest expressions of culture:
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A team member going the extra mile for a client
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A junior employee speaking up with a better idea
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A support staff member resolving a difficult situation with empathy
These moments may seem ordinary at first glance. But when shared as stories, they become powerful examples that employees can relate to.
Stories make values tangible.
And importantly, those stories should come from every level of the organization—not just senior leadership.
When employees hear stories from people like themselves, they can imagine acting the same way.
Finding Your Own Leadership Stories
Values aren’t only important for organizations—they’re also powerful starting points for individuals trying to discover their own leadership stories.
Jerome pointed out that when people struggle to find stories to tell, it’s often because they’re starting from a blank page.
A better place to start is with your values.
Ask yourself:
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What experiences at work have brought you the most pride or joy?
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When did something feel misaligned or uncomfortable?
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What moments stand out as turning points in your career?
Those experiences often reveal the values that matter most to you.
Once you recognize those values, the stories connected to them begin to emerge naturally.
Why Story Discovery Takes Time
Another important point from the discussion: meaningful stories don’t always appear immediately.
When people are asked to “tell a story,” their minds often go blank.
That’s normal.
Story discovery is often a gradual process. Ideas surface at unexpected moments—while driving, cooking, or even in the middle of the night.
Julienne recommends capturing these moments without judging them too quickly. Write them down. Revisit them later. Often, what seems insignificant at first contains the seed of a powerful story.
Sometimes all it takes is a word, a phrase, or a memory to unlock a deeper narrative.
Themes Help Stories Emerge
One of the most effective ways to spark storytelling is by introducing themes or prompts.
A completely blank page can feel overwhelming. But when storytellers have a starting point—a theme, a value, or a question—it becomes easier to explore experiences and find meaning.
This is why storytelling events, workshops, and leadership programs often begin with a theme.
Themes provide helpful guardrails. They give storytellers direction while still allowing room for creativity and personal expression.
Stories Create Cultural Alignment
Ultimately, storytelling is one of the most powerful ways to bring values to life inside an organization.
When leaders share stories about values:
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Employees understand expectations more clearly
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Teams see real examples of behavior that matters
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Culture becomes something people experience, not just read about
Stories translate ideals into action.
And when values are reinforced through stories—shared consistently and across all levels of an organization—they stop being slogans and start becoming culture.
The Takeaway
If your organization’s values feel disconnected from everyday work, the solution may not be rewriting them.
The solution may simply be telling better stories about them.
Because when people hear stories that reflect shared values, they don’t just understand the culture—they help create it.
Narativ’s online course in partnership with New Mexico State University Global Campus:
Lead With Your Story (self-paced, on-demand course)
Podcast listeners get 25% off – Use code NARATIV → Register Here
Learn more about how to leverage Narativ’s storytelling method for your pitch and sales team: Download our free e-book, or you’re welcome to schedule a free 15-minute call with Jerome.
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