In a recent LinkedIn post, Mark Firth explores a common pitfall in coaching and teaching: the over-reliance on direct instructions versus the power of narrative to foster genuine change. Firth contrasts a scenario where a coach spent an hour detailing steps, only to find that three months later, no significant progress had been made by the attendees.
Firth observed a disconnect between the provided instructions and the actual implementation of change. He noted the attendees were diligently taking notes and even utilizing AI tools, yet their behavior remained unchanged. This led him to question the effectiveness of a purely instructional approach.
“Instructions get forgotten but Stories change beliefs.”
The Limitations of Instruction-Based Coaching
Mark Firth argues that while providing clear steps might seem like the most direct path to achieving a goal, it often fails to create lasting impact. He uses the analogy of teaching someone to swim to illustrate his point. Listing techniques like kicking, breathing, and hip rotation might be technically accurate, but without a fundamental shift in belief, the learner will not engage effectively.
Belief as the Catalyst for Action
According to Firth, the critical element that instructional methods often miss is the underlying belief system of the individual. He posits that true transformation occurs when a person believes in the possibility of the outcome itself. Until that belief is established, detailed instructions will likely remain unheeded.
“But until they believe the water will hold them? They’re not getting in”
Firth emphasizes that coaches who achieve profound results don’t necessarily possess superior frameworks. Instead, their success stems from their ability to first alter their clients’ perceptions of what is achievable.
The Primacy of Storytelling in Shifting Beliefs
As Mark Firth highlights, the key lies in starting with a narrative that challenges and shifts a person’s core beliefs. Once a new belief is adopted, the associated instructions become more meaningful and are more likely to be retained and acted upon.
“The coaches who actually transform people don’t have better frameworks. They change what people believe is possible first.”
He concludes by prompting reflection on this dynamic, asking business leaders and coaches alike to consider:
“What belief are you trying to change in your clients?”
Firth’s insights suggest that effective leadership and coaching require a deep understanding of how to influence beliefs, often through compelling storytelling, before expecting adherence to instructions. The focus, according to his analysis, should be on cultivating a mindset shift that naturally leads to the desired actions.
📝 About This Content
This article is based on insights shared by Mark Firth on LinkedIn.
📅 Originally posted on January 20, 2026 | View original post on LinkedIn →