Identity Strategy Consultancy for Founders and Leadership Teams.
Most founders can explain their business. The hard question is whether that explanation does justice to what they've built, and whether it travels through the team, the marketing, and every conversation it needs to reach. Story Of Me helps leadership teams find that clarity, shape it into language and strategy they can use, and build from there.
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You already know something needs attention.
It usually shows up in the explanation. The one that runs a little longer than it should, covers more ground than necessary and still doesn't quite capture the whole business.
Then it starts appearing elsewhere. The team tells slightly different versions of the story. The marketing needs another round of revisions. A decision that seemed settled in one meeting has to be explained all over again in the next.
What began as a question of wording reaches into strategy. People are making choices from different understandings of the same organisation.
There's always something more pressing. A hire to make. A product to ship. A client to serve.
So it waits for a better time.
Story Of Me exists for exactly that moment. When later finally becomes now.
When the clarity is there,
everything moves differently.
You begin to notice it in the conversations.
A leadership team can discuss priorities without having to reopen the thinking behind every decision. A brief gives people a direction to work from. An opportunity can be considered against what the organisation is trying to achieve.
There's a different kind of confidence when people understand the thinking behind the work, and can explain it, question it and act on it themselves.
That's where strategy becomes more than a document. It starts shaping what the organisation chooses, how it communicates and what it delivers.
Clarity begins with understanding. It earns its place through execution.
What this looks like in practice
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Helping people make the case for the value of their work
Commissioned to deliver a leadership workshop and co-facilitate a cross-career exchange, helping recordkeepers articulate their contribution and make clearer requests for support.
5.1 → 8.4/10
Average self-rated confidence in explaining their value, among 13 participants who completed both check-ins.
Clarity is where the work begins. Alignment is how it lasts.
Understanding what needs attention is the starting point. Then comes the work of deciding what to do, building a strategy around those choices and putting it into practice.
Some organisations need a focused engagement. Others need someone alongside them as they implement, adapt and grow.
Our four ways of working reflect that journey, with the flexibility to begin where your organisation needs support.
01
3 weeks
A focused engagement to clarify where your organisation stands, what needs attention and what to prioritise.
Preparation, a leadership session and a written diagnostic give you a clear basis for the next steps.
02
3 months
A working strategy that turns your organisation's identity into clear priorities, positioning and direction.
We develop principles for communication and decisions that your leadership team can work from every day.
03
Typically 3 months
Practical strategic support to help your team put agreed priorities into action across the organisation.
We work alongside your team on decisions, communication and delivery, refining the approach as you go.
04
Ongoing
Continued strategic support to keep your organisation's identity and direction connected as it evolves.
Regular guidance and practical input help your team respond to change while staying aligned on priorities.
Built around one belief.
Every organisation gets described by someone who doesn't work there.
A homepage. A line in someone else's deck. Thirty seconds in a meeting you're not in.
Whatever people understand in those moments shapes the decisions that follow.
I know what it feels like to be seen as one part of a much fuller picture. It's one of the reasons I founded Story Of Me.
I work alongside founders and leadership teams to make their organisation's identity easier to understand, then carry that understanding into strategy, communication and the decisions they make.
The work needs to hold when I'm no longer in the room, and when the founder isn't either.
