Most storytelling within organisations tends to reflect the established views, norms and structures. Increasingly employers are looking to source and share a wider range of content - to appeal to more diverse audiences and be more credible and authentic. Diagonal storytelling, often sourced through interview is one means of achieving this.
Organisations can tend to be good at vertical stories (usually cascaded down within the formal system), and horizontal stories (often tacit, tribal, flowing out through closed trust networks), but lack really structured and integrated opportunities for diagonal dialogue. This is about cutting through the hierarchy, to create new storytelling, co-creative, and story listening, spaces and opportunities, all of which help the organisation to become more Socially Dynamic.