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The LUUUTT model, nested within the Coordinated Management of Meaning (CMM) framework, stands as a compelling tool for enhancing organizational development through refined communication strategies. Originated from the collaborative insights of W. Barnett Pearce and Vernon E. Cronen, CMM, and consequently the LUUUTT model, emerged from the need to understand the complex process of human interaction and the creation of meaning within conversational exchanges. This model is particularly significant today as organizations grapple with unprecedented challenges and opportunities stemming from globalization, technological advancements, and evolving workforce dynamics.

The LUUUTT model—comprising Lived Stories, Untold Stories, Unheard Stories, Unknown Stories, Stories Told, and Storytelling—provides a structured approach to dissecting and enriching communication within organizations. It serves not just as a tool for analysis but as a beacon guiding towards improved relational dynamics, enhanced problem-solving capabilities, and the fostering of a culture of open and effective dialogue.

Lived Stories

Lived Stories refer to the experiences individuals navigate and live through, which actively shape their perceptions, behaviors, and interactions. These are the narratives that individuals and groups embody as a result of their direct experiences. In an organizational context, acknowledging lived stories helps in understanding the deeply personal and subjective experiences that influence how individuals engage with their work, colleagues, and the broader organizational culture. These stories are the bedrock of an individual's or group's identity within the organization.

Untold Stories

Untold Stories are narratives that remain unshared within the organizational context, often due to fear, perceived irrelevance, or lack of a safe space for expression. These could include ideas, concerns, aspirations, or experiences that employees feel hesitant to share. Untold stories are crucial because they often contain insights, innovations, or concerns that, if voiced, could significantly impact the organization's growth, culture, and problem-solving capabilities. Creating an environment where untold stories are encouraged and valued can lead to a more inclusive and dynamic organizational culture.

Unheard Stories

Unheard Stories are those narratives that have been expressed but not adequately acknowledged or understood by others. These stories might have been shared but were ignored, dismissed, or misunderstood, leading to feelings of marginalization or frustration. Recognizing and addressing unheard stories is vital for fostering an environment of respect, empathy, and effective communication. It ensures that all voices within the organization are valued, leading to more equitable and constructive dialogues.

Unknown Stories

Unknown Stories are the narratives that are yet to be discovered or created. They represent the potential for new understandings, innovations, and directions. In organizational settings, facilitating the exploration of unknown stories encourages creativity, forward-thinking, and adaptive problem-solving. It involves imagining future possibilities, speculative scenarios, and the creation of new narratives that propel the organization towards growth and innovation.

Stories Told

Stories Told encompass the narratives that are openly shared and recognized within the organization. These are the stories that shape the organizational culture, values, and identity. They include the official histories, success stories, cautionary tales, and the narratives that are celebrated and propagated. Analyzing the stories told provides insights into the dominant narratives that influence organizational behavior and decision-making. It's crucial for organizations to critically assess whether these stories align with their desired culture and goals.


Storytelling is the active process of shaping and sharing narratives. It involves not just the recounting of stories but the intentional crafting and delivery of narratives to achieve specific outcomes. Effective storytelling within organizations can inspire, motivate, connect, and lead to profound shifts in culture, strategy, and identity. It's a dynamic tool for leadership, change management, and community building, enabling organizations to weave together diverse narratives into a cohesive and compelling collective story.

In the face of contemporary organizational challenges such as navigating through periods of change, managing diversity and inclusion, and fostering innovation, the LUUUTT model's relevance cannot be overstated. Its application offers a pathway to addressing these issues by uncovering and leveraging the multiplicity of stories that coexist within organizational life. This approach not only aids in the resolution of conflicts and misunderstandings but also enriches the organization's narrative fabric, paving the way for a more cohesive and adaptive culture.

At its core, the LUUUTT model is anchored in the principles of dialogism and social constructionism. It recognizes communication as a generative process where meanings are not merely transmitted but co-created through interactions. This perspective draws heavily on disciplines such as organizational behavior, social psychology, and narrative theory, illuminating the intricate dance between individual agency and the collective creation of social realities. By emphasizing the variety of stories that shape our understanding and actions, the LUUUTT model underscores the value of multiple perspectives and the transformative power of acknowledging and integrating these diverse narratives.

Moreover, the guiding principles of the LUUUTT model are deeply rooted in a value system that champions inclusivity, empathy, and reflexivity. It encourages an organizational culture where all voices are heard, where the untold stories are given space to surface, and where the process of storytelling is recognized as a powerful vehicle for change and connection. Through its conceptual traditions, the LUUUTT model not only offers a lens to examine and enhance organizational communication but also serves as a testament to the profound impact of narratives in shaping our shared realities and aspirations.

In conclusion, the LUUUTT model stands as a vital resource in the toolbox of organization development professionals. Its application transcends mere analysis, offering a roadmap to building more resilient, adaptive, and human-centered organizations. As we look towards the future, the principles and practices outlined by the LUUUTT model will undoubtedly play a critical role in navigating the complexities of organizational life, fostering environments where every story matters, and every voice contributes to the collective journey towards growth and understanding.

Uses & Benefits

The LUUUTT model, with its nuanced understanding of communication as a layered and multifaceted process, holds significant potential for organizational use. In the first half of our exploration into the uses and benefits of the LUUUTT model, we delve into how this tool addresses specific organizational challenges and opportunities, providing a customizable framework for OD practitioners who value collaboration, psychological safety, inclusion, and the alignment between organizational culture and strategy development.

Addressing Organizational Challenges with LUUUTT

Organizations today face a myriad of challenges, ranging from managing diversity and navigating change, to fostering innovation and ensuring effective communication across distributed teams. The LUUUTT model shines in these contexts by providing a scaffold to explore and understand the myriad stories that influence behavior and decision-making within the organization. For instance, in managing diversity, the model's emphasis on untold and unheard stories encourages a deeper understanding of the diverse experiences and perspectives that employees bring to the workplace. This recognition can lead to more inclusive practices and policies, enhancing the sense of belonging among the workforce.

Similarly, during periods of organizational change, the LUUUTT model can be instrumental in uncovering the lived experiences of employees, offering insights into resistance or apprehension towards new directions. By acknowledging and addressing these untold and unheard stories, organizations can design change initiatives that are more empathetic, reducing friction and fostering a smoother transition.

Customization for Contextual Needs

OD practitioners can tailor the LUUUTT model to meet the specific needs of their organizational context. This customization involves identifying the most relevant aspects of the model for a particular challenge or opportunity and designing interventions that leverage these insights. For example, in a strategy development process, focusing on the 'stories told' and 'storytelling' components can illuminate the narratives that shape strategic priorities and identify new narratives that could support innovative approaches to market challenges.

Benefits of Implementing the LUUUTT Model

Implementing the LUUUTT model offers a range of benefits, outlined through illustrative bullet points:

Enhanced Communication: By focusing on the multiplicity of stories within the organization, the model fosters a culture of open dialogue, where different perspectives are valued and integrated into decision-making processes.

Increased Engagement and Inclusion: Recognizing and exploring untold and unheard stories can significantly boost employee engagement, as individuals feel seen and heard. This inclusivity strengthens organizational culture and enhances employee retention.

Improved Conflict Resolution: The model's emphasis on understanding and respecting diverse narratives makes it a powerful tool for resolving conflicts. By exploring the stories behind conflicting viewpoints, it becomes possible to find common ground and collaborative solutions.

Fostering Innovation: Encouraging storytelling and the exploration of unknown stories can spark creativity and innovation. Employees are motivated to think outside the box, leading to novel solutions to organizational challenges.

Strengthened Organizational Resilience: Through its comprehensive approach to communication, the LUUUTT model helps build a resilient organizational culture that can adapt to change and overcome challenges with agility.

The application of the LUUUTT model in organizational development not only addresses immediate communication challenges but also sows the seeds for long-term transformation. By embracing the complexity of human interaction and the power of narratives, organizations can cultivate environments where every individual feels valued, and every story contributes to the collective success.


OD Application

In the realm of Organization Development (OD), the LUUUTT model emerges as a transformative tool, offering deep insights and strategic solutions across various sectors. This section elucidates its application through hypothetical case studies in a healthcare organization, a technology company, and a non-profit organization, each facing its unique set of challenges and opportunities.

Case Study 1: Healthcare Organization

Challenge: A healthcare organization grapples with low patient satisfaction scores, primarily due to perceived communication barriers between patients and healthcare providers.

Application of the LUUUTT Model:

Lived Stories: Begin by acknowledging the lived experiences of both patients and healthcare providers, understanding their backgrounds, and the dynamics influencing their interactions.

Untold Stories: Facilitate sessions where healthcare providers can express their concerns and challenges in patient communication, which they may not typically share.

Unheard Stories: Create platforms for patients to share their healthcare journeys and experiences, focusing on moments where they felt unheard or misunderstood.

Unknown Stories: Encourage both groups to explore hypothetical scenarios where communication led to significantly improved health outcomes, fostering a creative outlook towards solving communication barriers.

Stories Told: Analyze the narratives currently dominating the organization's culture regarding patient care and provider-patient communication.

Storytelling: Develop new, empowering narratives around patient-provider communication, emphasizing empathy, understanding, and collaboration.

Outcome: Enhanced mutual understanding and empathy between patients and healthcare providers, leading to innovative approaches to communication and subsequently higher patient satisfaction scores.

Case Study 2: Technology Organization

Challenge: A technology company faces challenges in fostering a culture of innovation amid rapid growth and the integration of diverse new hires.

Application of the LUUUTT Model:

Lived Stories: Recognize the diverse backgrounds and experiences new hires bring to the company, valuing these as assets for innovation.

Untold Stories: Encourage open dialogues where team members can share their reservations or ideas that they haven't expressed due to fear of judgment.

Unheard Stories: Implement listening sessions where leadership takes note of the aspirations and innovative ideas from all levels of the organization.

Unknown Stories: Facilitate brainstorming sessions aimed at imagining future technologies or products that could revolutionize the market.

Stories Told: Critically assess the dominant narratives within the company culture that may hinder innovation, such as fear of failure.

Storytelling: Craft new organizational stories that celebrate experimentation, learning from failures, and valuing diverse perspectives in innovation.

Outcome: A shift in organizational culture that embraces risk-taking, values diversity in thought, and actively promotes innovation, leading to breakthrough product developments.

Case Study 3: Non-Profit Organization

Challenge: A non-profit organization struggles with donor engagement and conveying the impact of their work in the community effectively.

Application of the LUUUTT Model:

Lived Stories: Document and share the real-life stories of individuals or communities that have been directly impacted by the organization's work.

Untold Stories: Provide a platform for volunteers and staff to share their personal motivations and experiences that aren't usually communicated to donors.

Unheard Stories: Create avenues for donors to share their reasons for supporting the organization, including any personal connections to the cause.

Unknown Stories: Envision future scenarios of impact, detailing how further funding could transform additional lives or communities.

Stories Told: Analyze the current narratives used in fundraising and donor engagement to identify gaps or areas for improvement.

Storytelling: Develop compelling storytelling campaigns that highlight the organization's impact, weaving together the diverse narratives of beneficiaries, staff, and donors.

Outcome: Strengthened donor engagement through compelling storytelling that showcases the tangible impacts of donations, leading to increased funding and expanded community support.


Implementing the LUUUTT model within an organization requires a nuanced approach to facilitation that honors the complexity and depth of narratives within the workplace. The facilitation process is key to unlocking the potential of the LUUUTT model, ensuring that it serves as a catalyst for meaningful communication, innovation, and change. Here’s a detailed breakdown of how to effectively facilitate the LUUUTT model, incorporating modern examples and addressing the introduction, integration, and potential challenges within this process.

Introduction to the LUUUTT Model

Introducing the LUUUTT model to an organization or a team involves more than a mere explanation of its components. It requires framing the model in a way that resonates with the audience, connecting it to their daily experiences and the organization's broader goals.

Email and Face-to-Face Talking Points: Initially, the consultant might send an informative email, outlining the basics of the LUUUTT model and its relevance to the organization’s current challenges and aspirations. This should be followed by a face-to-face meeting or workshop where the facilitator elaborates on the model, using storytelling to illustrate its impact and potential. For instance, sharing a success story from another organization where the LUUUTT model led to breakthrough innovations or resolved longstanding conflicts can be powerful.

Relating to the Audience: It’s crucial that the facilitator frames the LUUUTT model in terms that are relatable to the team or organization. This could involve drawing parallels between the components of the model and the stages of project development or customer interaction cycles, making the abstract concepts more tangible.

Detailed Facilitation Steps

Establish a Safe Environment: Begin by creating a safe, inclusive space where participants feel comfortable sharing their stories. This involves setting clear guidelines for respect, confidentiality, and active listening.

Explore Lived Stories: Facilitate sessions where individuals can share their lived stories related to the organization or specific projects. Use techniques such as storytelling circles or digital storytelling platforms to capture these narratives.

Uncover Untold and Unheard Stories: Employ methods like anonymous surveys, one-on-one interviews, or creative expression workshops (art, drama) to bring untold and unheard stories into the open.

Imagine Unknown Stories: Organize creative brainstorming sessions, encouraging participants to envision future possibilities or scenarios that haven’t been considered. Techniques like speculative design or future-back thinking can be particularly effective here.

Analyze Stories Told: Conduct a narrative analysis of the organization's official stories (mission statements, success stories, foundational narratives). Workshops or focus groups can facilitate discussions on how these stories align with the organization’s values and goals.

Craft New Narratives: Guide teams in the process of creating new, empowering narratives. This could involve storytelling workshops where participants learn to craft narratives that encapsulate desired changes or values.

Eliciting Deep Personal Assumptions

As part of the facilitation, it's imperative to ask questions that prompt participants to reflect on and share their deep-seated assumptions. Questions could include:

What assumptions are we making about our team's/organization's capabilities?

How do our individual stories influence our perceptions of each other and our work?

In what ways might our untold stories be shaping our actions or inactions?

How can the stories we aspire to live change our approach to current challenges?

Addressing Potential Challenges

Facilitating the LUUUTT model is not without its challenges. Resistance, discomfort with vulnerability, and skepticism about the value of storytelling in a business context are common. Overcoming these hurdles requires:

Demonstrating Value: Provide concrete examples of how narrative work has led to tangible improvements in other organizations.

Building Trust Gradually: Start with less sensitive stories and gradually move to more personal or challenging narratives as trust builds.

Continuous Support: Offer ongoing support and resources for teams to continue their narrative exploration and integration.

AI Assist

Integrating the LUUUTT model into an organizational setting can be significantly enhanced with the support of Artificial Intelligence, specifically through a custom GPT script. This AI-powered script can guide users through a structured exploration of the LUUUTT model’s components, facilitating deep reflection, insight generation, and strategic application within their organizational context. Here’s a step-by-step GPT prompt designed to walk users through a personalized practical use of the LUUUTT model:


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1. Welcome Message:

"Welcome to the LUUUTT Model Explorer! This tool is designed to help you uncover and harness the power of narratives within your organization. Let's dive into the stories that shape your workplace."

2. Lived Stories Exploration:

"Think about a recent event at work that left a strong impression on you. Describe the event and your role in it. How did this experience affect your feelings towards your work or the organization?"

3. Untold Stories Discovery:

"Reflect on something you've wanted to share at work but haven't. What's holding you back? How do you think sharing this story could impact you or your organization?"

4. Unheard Stories Acknowledgment:

"Recall a time when you expressed an idea or concern that was overlooked. Describe the situation. Why do you think it wasn't heard, and how did it make you feel?"

5. Unknown Stories Imagination:

"Imagine a future scenario for your organization that excites you. What's happening in this story? How did your organization evolve to make this a reality?"

6. Stories Told Analysis:

"Identify a common story told within your organization. Why do you think this story is emphasized? Does it align with the organization's values and goals?"

7. Storytelling Crafting:

"Based on your reflections, think of a new story you'd like to start telling at work. Describe this story and how it could influence your organization's culture or direction."

8. Reflection and Action Plan:

"Reflect on this exploration. How can you incorporate these insights into your work? Create a small action plan to start making changes based on the stories you've explored today."

Implementation Guidance:

Starting Small: Begin with individual or small group sessions using the script to ensure comfort and build trust among participants.

Encouraging Honesty: Emphasize the importance of honesty and vulnerability for the process to be truly beneficial.

Follow-up: After completing the script, facilitate a debrief session where participants can share their insights and plans for applying their newfound narrative understandings.

Potential Applications:

Leadership Development: Leaders can use this script to better understand their own leadership stories and how they can craft narratives that inspire and motivate their teams.

Team Building: Teams can go through the script together to build empathy, understanding, and cohesion by sharing and acknowledging each other's stories.

Organizational Change Initiatives: During times of change, this script can help uncover resistances, hopes, and pave the way for crafting a unifying narrative for the future.

The integration of AI, specifically through a GPT-powered exploration of the LUUUTT model, offers a novel approach to engaging with organizational narratives. By guiding participants through a structured reflection on the multiplicity of stories within their workplace, this tool can illuminate paths to enhanced communication, innovation, and cohesion.