Leadership Assumptions: Aligning Values with Origin Stories

Are We Seeing Our Values Through the Same Lens?

Assumptions are things that are accepted as true or certain to happen without proof. If not exposed and challenged, they can swiftly grow into legalised lies or wrong expectations from people. 

For leaders with diversity-rich teams but who struggle with unresolved DEI matters, I recommend first revisiting the origins to find alignment.

In my early years as a story coach and workshop facilitator, I partnered with an organisation founded by two non-indigenous Kenyans who started their business during their studies abroad. They set up the business deck, including the values, and brought it all back home to execute their idea with

a team of 100% indigenous Kenyans. No consultation occurred with local staff before they launched, assuming they would get it. After all, the

y were all Kenyan, right? Sadly, while their business won buy-in from foreign investors, they struggled with buy-in from local staff, leading to a perpetual high turnover of staff members. 

During a team retreat to strategically address the gaps, I challenged one of the Cofounders to share the business origin story with their staff in a fun way, using a large sketched map on a wall. Suddenly, there was a spark; people saw and shared how they individually fit the larger business story. For the first time, some staff heard the origin story told by their leaders. 

But what truly unified the team was asking the Cofounders to name and describe each company value. To their surprise, the values they crafted whilst abroad weren't what the local staff understood. For example, what would "Creativity" mean to a local accountant daily managing spreadsheets and reports? 

Together, they finally did what should have happened long before they formally launched their business - a consultation with locals. Humbly, the leaders listened as their local staff helped them find the right words for the values they described. In the end, the top value both staff and leaders connected with was "Family".  

Today, the business still stands and continues to make a positive impact in Kenya, with a growing family of exceptionally talented local staff. All because the leaders once stopped to revisit their origin story, partnered with local staff to address assumptions, and collaborated on a new set of shared values. 

Great leadership was showcased by the Cofounders, who recognised they had made assumptions that cost them quality staff. The local staff showcased great leadership by providing their leaders with valuable feedback that cleared blind spots. This collaboration brought down walls of assumptions, rebuilt trust, and eventually saved the business. 

At your next team meeting, I invite you to do a role-play exercise where one person names a company value and another attempts to describe it. Ensure you make it fun and free of judgment. Finally, have the leaders step in to share the origin story and the definitions of each company value, with the flexibility to receive feedback and effect change where needed.

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By: Ayuma Michelle (Kenya) — Founder, Storytelling Consultant & Facilitator at Leading through Story (LetS)