Great leaders don’t just speak, they listen. And not just any listening, but active listening the ability to tune in, hear beyond the words, and understand the deeper story behind what someone is saying. When leaders take the time to listen, they uncover valuable insights about their team members’ beliefs, struggles, and perspectives. By understanding the natural structure of a story, leaders can better guide their team members from feeling like victims to stepping into the role of the hero in their journey.

The Power of Story Structure in Listening

Every person carries a story about their experiences, and these stories naturally follow a structure: a victim faces a challenge, a villain stands in their way, and ultimately, they must choose to step into their power as the hero. When leaders recognize this structure in conversations, they can help guide their team members beyond obstacles and toward solutions.

1. The Victim: Why Do They Feel Stuck?

Every story begins with a conflict; in many cases, the individual sees themselves as the victim. When someone feels stuck, they often believe they have no control over their circumstances. This belief may stem from an experience where they felt unheard, undervalued, or powerless.

Take my story, for example. In elementary school, my teacher publicly humiliated me for my accent after I proudly volunteered to read aloud. That moment changed everything. I went from being a confident child to someone afraid to speak up. I internalized the belief that my voice wasn’t good enough and that speaking meant being judged and shamed.

As leaders, when we listen to our team members’ concerns, we can identify their underlying challenges and ask: What experience led you to feel this way? How long have you carried this belief? Helping them recognize the moment they began feeling powerless is the first step in shifting their perspective.

2. The Villain: What is Holding Them Back?

In every story, the villain is the force in the way of the hero’s progress. However, the villain doesn’t always have to be a person. It can be a fear, a challenge, an internal belief, or even an external system that creates barriers.

My teacher became the villain, the figure I associated with my fear of speaking. But for others, the villain may be self-doubt, fear of failure, a lack of confidence, or an overwhelming workload.

As a leader, you can help your team reframe these challenges by asking: What is making this difficult for you? What assumptions are you making about this situation? What would help you feel more confident in navigating this? By doing so, you encourage them to shift from seeing the obstacle as insurmountable to recognizing they have the power to overcome it.

3. The Hero: Shifting Perspective and Reclaiming Power

A story transforms when the victim steps into the role of the hero, recognizing their ability to change their circumstances. This moment is about choosing to take action instead of remaining stuck.

When I finally confronted my fear of speaking at thirty-eight, I realized that my teacher’s words only had power over me because I let them. I had spent years reinforcing a belief that kept me small, but I reclaimed my voice the moment I challenged it.

Leaders can support their team members through this shift by asking: What small step can you take to move forward? What skills or support do you need to feel more capable? How can you approach this differently? Encouraging employees to see their challenges as opportunities for growth empowers them to take control of their situation and build resilience.

4. The Guide: Empowering Instead of Rescuing

Our role as leaders is not to be the hero who swoops in and rescues the victim. Instead, we are the guide, the mentor who provides wisdom, insight, and encouragement so that others can step into their own power. By understanding the natural structure of a story, we can help our team members move from feeling powerless to taking ownership of their journey.

When leaders master active listening, they gain the ability to:

• Build deeper trust and connection with their team.
• Help employees break free from limiting beliefs.
• Encourage personal and professional growth.
• Ask great questions that challenge perspectives and encourage problem-solving.
• Foster an environment where people feel heard and valued.

By actively listening and recognizing the story structure within conversations, leaders provide the support and insight their team members need to take ownership of their growth. When people feel seen and heard, they engage more, contribute more, and ultimately grow into stronger, more confident versions of themselves.

Your leadership impact is not about having all the answers, it’s about listening deeply enough to help others find their own.