Storytelling to support leadership communications has been around for a while now. And whilst it’s often seen as an effective way of getting our message across, what does it really mean to be a great storyteller - and how does it work on a practical level in a business? It could be that you are trying to help your leaders communicate the strategic priorities for the coming year or you want your own HR comms to have more impact. In this episode we’re going to really break it down for you and to do that Lucy has enlisted the support of someone who has straddled the world of leadership and engagement - and actual proper storytelling as a published author - Simon Wright.

This episode of HR Disrupted looks at how storytelling can change the way we communicate at work, especially in HR and leadership. It explores how stories go beyond facts and figures to create emotional connection, build trust, and help people really understand and care about what’s being said. Instead of treating storytelling as something fluffy or ‘extra’, the episode shows how it can be a powerful tool for getting messages to stick and for helping people feel part of something bigger.

The episode explores how storytelling isn’t just for creative types, it’s something anyone can use to make their communication more meaningful. Whether you’re explaining a new strategy or trying to build team connections, telling a story helps people understand not just what you’re doing, but why it matters. It looks at how good storytelling often starts with vulnerability and honesty and shares tips to bring storytelling into everyday communication without it feeling forced or awkward. HR and leaders need to see storytelling not as a ‘nice to have’, but as a core part of how we inspire, influence and build stronger, more connected workplaces.

Discover Simon Wright’s novels - The Red Scarf Series - and contact him at   https://simonwrightbooks.com/

Disruptive HR

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In this episode of HR Disrupted, Lucy Adams is joined by Karen Moran to explore whether artificial intelligence can help leaders get better at the “people stuff” including giving feedback, recognising effort, and holding difficult conversations. Despite over $360 billion being spent annually on leadership development, most programmes fail to deliver meaningful change. Lucy and Karen ask: can AI offer a smarter, more practical solution?

We explore how AI can act as a real-time “pocket coach,” supporting leaders with small nudges and advice exactly when they need it. Rather than waiting for a scheduled training session, leaders can use AI to reflect on their leadership style, build micro-habits, or prepare for tricky conversations. We look at how AI is transforming hiring and onboarding by helping managers to write more inclusive job descriptions, generate interview questions, and create onboarding plans tailored to each new hire. 

When it comes to recognising and engaging teams, AI can prompt leaders to show appreciation more often and in more meaningful ways. And prompts can also help with career development conversations, especially the tricky ones, such as when someone isn’t quite ready for a promotion.

Importantly, it doesn’t have to cost the earth. Free tools such as ChatGPT, Gemini, and Copilot can deliver a big impact. Simple prompts like “What are three ways I can improve team morale this week?” or “Write a thank-you message for a five-year work anniversary” can help managers act with more empathy and intention. 

Disruptive HR

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In an age where a single tweet can spark a crisis, reputation management is no longer the preserve of PR teams. In this episode, Lucy is joined by Lis Anderson, founder of the award-winning PR agency Ambitious, to explore how HR can (and must) play a bigger role in shaping, protecting and enhancing an organisation’s reputation.

They delve into the shifting dynamics of trust, the power of employee advocacy, and why the most credible voices about your culture aren’t your leaders – but your people. Lis also shares what often goes wrong when HR and comms don’t collaborate, and offers practical ideas to help HR teams get ahead of reputational risks, not just clean them up.

Whether it’s Glassdoor reviews, crisis planning, or understanding digital reputational threats, this episode is packed with insights to help HR step confidently into its growing communications role.

Connect with Lis Anderson

Useful Links

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In this episode, Lucy is joined by Dave Reynolds, founder of Ruminate Group and author of Radicle Growth: Transform into an Unstoppable Leader Through Mastering the Art of Questions. Dave shares his journey from sales leadership to global coaching, and why he believes the key to exceptional leadership lies in asking better, deeper questions. Drawing on the concept of “radicle” growth—the unseen but essential root stage of development—he encourages leaders to invest in meaningful conversations rather than chasing quick fixes.

They discuss the difference between mentoring and coaching, and why coaching creates greater ownership, accountability and long-term results. Dave explains how silence, often uncomfortable for leaders, can be a powerful tool to help people think for themselves and reach more thoughtful conclusions. He also highlights how surface-level conversations can limit real connection and performance.

Finally, Lucy and Dave explore the role HR can play in building coaching cultures. From helping leaders ask the right questions to observing how they run meetings, HR has a vital part to play in encouraging more thoughtful, human leadership. 

Contact Dave:

Disruptive HR 

Handing out a rating at the end of the annual performance review is a sure fire way to demotivate at least 80% of your workforce. But when we try to get rid of them, we’re often met with a number of concerns about what will happen when they’re gone. In this episode, Lucy is joined by her Disruptive HR co-founder Karen Moran to unpack some of the common misconceptions around the value of ratings and look at why getting rid of them is not as risky as you might think. Whether you’ve been on the receiving end of a disappointing score or forced to defend a ‘meets expectations’ to a furious high performer, this one’s for you.

Lucy and Karen share their own performance review horror stories and get under the skin of why ratings continue to survive, despite being universally hated.

They tackle the four big worries HR teams often have when considering ditching ratings:

Packed with real-life examples from companies like Microsoft, Adobe and Spotify, this episode will help you challenge the status quo and find better ways to manage performance, without the dreaded annual rating.

Fancy doing HR differently?

Disruptive HR

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In this episode Lucy is joined by Matt Brady, Head of People of Tesco Bank talks through his refreshing HR philosophy, which is grounded in insight, commercial savviness, pragmatism, and innovation. Matt shares candid stories from his career at HSBC, Sky and Tesco Bank and shows how a mix of data, empathy, and experimentation can drive meaningful change in the employee experience.

Matt’s take on HR is shaped by his background in economics, where he first learned about human behaviour, motivation, and how to make the most of limited resources—ideas that still guide his work today. In this episode, he and Lucy chat about the value of looking beyond the usual HR playbook, drawing inspiration from areas like marketing, behavioural science, and design thinking to bring in fresh, creative approaches. Matt also talks about the power of using data to tell a story—not just reporting numbers, but connecting the dots between what employees are saying and how the business is performing. And when it comes to being commercially savvy, he makes the case that it’s not about sounding like a finance expert. Instead, it’s about really understanding what matters to leaders and showing how HR can help solve the problems they’re facing.

This episode is a must-listen for HR professionals who want to shake off rigid processes and bring relevance, flexibility, and a human touch back into HR. Whether you're early in your HR career or leading a people function, Matt’s blend of humility, rigour, and creativity offers practical inspiration for transforming how we do HR.

Chapters

(00:03) Innovative Approaches in Human Resources

(08:44) Connecting Data to Storytelling for Impact

(16:49) Developing Authenticity, Collaboration, and Pragmatism

(24:05) Innovation and Pragmatism in HR

Contact Matt: https://www.linkedin.com/in/bradymatt/

Disruptive HR

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Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

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Every year many managers and employees have to go through an ordeal that costs time, money and effort but which delivers little value - actually, it’s worse than that, it decreases employees’ motivation and can occasionally make them leave the company. Yes you guessed it! It’s performance appraisal time!

It’s amazing that so many of us are unwilling to let go of a system that costs so much and yet doesn’t improve performance. Fortunately, the tide is turning and many HR teams are introducing different approaches that do actually work. In this episode, Lucy talks to Doug Dennerline, the CEO of Betterworks - a leading performance management software and author of the book ‘Make work better’ - about why traditional approaches don’t work, why we cling to the old ways when they are obviously not delivering, and what the alternatives are. 

Doug offers insights from his tech industry journey, revealing how companies can evolve by adopting AI-driven tools that revolutionize goal setting and communication. We also shed light on the challenges managers face in delivering effective feedback and how technology can be an invaluable ally, acting as a coach for managerial skills.

Chapters

(00:03) Reimagining Performance Appraisals for Success

(12:24) Empowering Employees Through Goal-Setting

(18:03) Leveraging Tech for HR Transformation

Contact Doug: [email protected]

Disruptive HR

Website: www.disruptivehr.com

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Many of our talent and career development models stem from another age - when we joined a company, got a number of promotions and stayed as long as the company allowed us to. Of course, nowadays, the reality for many of us is very different. Flatter structures offer fewer promotional opportunities. Volatile markets mean that the longevity of companies has declined. And whilst there is some debate about whether Gen Z and Millennials do want to change companies more often - in one sector, there’s clear evidence that retaining your people is more of a challenge. In the tech sector, employees are changing jobs and companies every 2 years or so. This is a particular challenge for smaller tech companies where promotional opportunities are more limited.

So, how does an HR Director tackle this challenge? Is it about creating golden handcuffs or just accepting that this is the new normal? To discuss this issue Lucy is joined by Matt Kennedy, CPO at Go1, a leading learning content provider. Matt provides an intriguing perspective on the evolving challenges of employee retention in the tech industry, where traditional career paths are being upended. He shares his story of transitioning from Microsoft and Starbucks to a cutting-edge tech company . We explore how smaller tech companies can distinguish themselves from larger corporations by offering more personalized growth opportunities and promoting impactful projects. We discuss the importance of being transparent about career paths and creating a culture that not only retains talent but also transforms former employees into ambassadors for the organization. His experiences highlight the vital role of informal mentorship and real-world experiences in developing soft skills that complement formal training. For HR professionals eager to challenge the norms and enhance employee retention, this conversation is packed with practical strategies and thought-provoking insights that will leave you rethinking your approach to building a resilient workforce in the dynamic tech landscape.

(00:03) Navigating Career Challenges in Modern HR

(10:11) Career Challenges in Tech Sector Retention

(20:29) Creating a Culture of Retention

Contact Matt: https://www.linkedin.com/in/matt-kennedy-b695603/

Disruptive HR

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HR communications too often fall flat; drowning in a sea of data, facts, and formal language that fails to connect. In this episode, Disruptive HR co-founders Lucy Adams and Karen Moran explore why traditional HR comms so often miss the mark — and more importantly, how you can make yours truly stand out.

Lucy and Karen share practical insights on how to transform dry, fact-heavy messaging into communications that cut through the noise, grab attention, and inspire genuine action. They explain why storytelling beats spreadsheets every time when it comes to engagement, and how honesty and authenticity can build far greater trust than polished corporate speak. You'll hear how short, human updates directly from leaders can be more powerful than lengthy newsletters, and why personalising your messages to different employee personas can make all the difference.

They also highlight how tapping into employee trust through peer-led communications can amplify your impact, and why ditching jargon in favour of clear, relatable language is critical if you want your messages to land.

Packed with real-world examples from organisations like Santander, Dropbox, Coca-Cola, HSBC, and more, this episode offers a fresh and practical guide for anyone who wants to transform the way HR communicates — making it more human, more engaging, and ultimately, far more effective.

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: [email protected]

Chapters

(00:03) Navigating Workplace Polarization and Authenticity

(14:24) Building Psychological Safety for Diversity

(20:57) Navigating DEI Challenges in Organizations

Contact Edel https://www.linkedin.com/in/edel-quinn/

Disruptive HR

Website: www.disruptivehr.com

Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/

Email: [email protected]