Is yours a STARR performance?

Last week I participated in a Young Enterprise day, always great events and learning for the business advisors and the students. The group were mostly A level students and it was interesting to see how natural leaders came forward and how others who were less natural leaders stepped up to the plate. .

It was also interesting to see how the creatives worked alongside those who thought they weren’t doing anything creative. That every role in a business can be creative is to me key to development. Of course some roles are compliance or transactional based but there can still be some creativity that fits in around that. If we allow people to use all aspects of their brain they will be far more stimulated and engaged. One way to achieve this is to add an aspect to a role that allows someone to think in different way even if it’s about say developing processes.

As part of the workshop the students were learning about the eight employability skills and how the STAR technique allows them to transfer life experiences into these skills. The STAR techniques help the students tell a story demonstrating the skills they have learnt in different situations. And as you and I know story telling is something that all leaders and business owners do, some more easily than others.

So I thought I’d share the STAR technique with a little twist… making it a STARR!

  • Situation – What was the situation that occurred? How did it happen? What led up to it? Lay the foundations for the your story.
  • Task – What was the challenge that you had to face? What had been created by the situation and what did it mean?
  • Action – What did you do and how did you do it? How did you work with people to fix it? Was it easy? Did you adapt, improvise or innovate?
  • Result – Did the action solve the problem enough to get by or was it a full fix i.e. was it a short term fix or a permanent solution? What was the impact on the business? The client? Business as usual?
  • Reflect – not the post mortem of how did it happen, that can come later. But what were the learnings? Finding the solution, what did the team learn working together in a different way, did anyone shine and why? Did you do something different and can you do that again? Did it change people’s thinking?
The first 4 parts of building the story are the ones setting the scene but the most powerful part is the reflection that you all share and then how can that be integrated into the business for the future.