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Article

Lessons From Cannes: Don’t Let Speed Fail Storytelling

June 25, 2026
By Annette Wells-Saur

My son used to love this Pixar/Disney character. Some of you may have heard of him: Lightning McQueen. In certain points of the movie(s), which I’ve watched a gazillion times, he could be heard giving his pre-race mantra: “Okay, here we go. Focus. Speed. I am speed…. I eat losers for breakfast… No, no, no, focus. Speed. Faster than fast, quicker than quick. I am Lightning.”

Yeah. It’s kind of long, but it has stuck with me for both parental and professional reasons. From a parental standpoint, it’s probably because I had to stay on my toes with a toddler who was always putting himself in harm’s way. Professionally, it feels relevant to those of us working in communications right now. You’re all racing. You all want speed.

But in a world where attention splinters and trust must be earned moment by moment, speed alone doesn’t work anymore.

If you’re responsible for brand storytelling, tune into sessions like “Unscripted: How Stories Earn Attention across Culture and Media,” at Cannes Lions 2026. This session by Malcolm Gladwell, a New York Times bestselling author, and Questlove, an Academy Award-winning filmmaker, drummer, DJ and member of The Roots, talked about what makes stories resonate, why certain ideas actually spread and how creators hold onto audiences as narratives shift and grow. The practical takeaway is that you can build cross-platform stories that begin with genuine connection. Position your brand so it shows up in culture with authenticity. Create a consistent narrative voice that audiences return to again and again.

But how do you do that while moving at Lightning McQueen speed?

Find some intentionality

Questlove says he spent years creating music without intention. He and his collaborators would jam, see what stuck and build from there. Then he studied other artists and realized their songs had purpose before they were written.

He shared that he never went through that process, but his next album will probably be the first created with specific purpose in mind.

This is where most brand storytellers get stuck. You have a content calendar. You have social platforms. You have internal channels. But before any of that, you need to know what you are trying to accomplish and why as you hop in the car and start racing. That’s the work before the work. Some organizations skip that part.

Your storytelling teams are testing what works across TikTok, LinkedIn, email, podcasts, earned media and internal channels. The format changes. The audience changes. The platform changes. But if the intention is clear and the voice is consistent, the story will travel. Without it, you’re just moving for the sake of moving.

Authentic isn’t optional

Also, stories don’t spread because they’re clever. They spread because audiences sense that someone actually knows what they’re talking about and actually cares, and it shows. So there’s a trust factor.

Questlove told a story about how he watched the Red Hot Chili Peppers huddle before 80,000 people every few songs during a concert. He assumed they were calling audibles, switching things up on the fly. But they weren’t. After inquiring among the band members about their huddles, he was told they were expressing gratitude and showing their audience that they actually liked each other.

Your audience knows when you’re creating something because you believe it versus because the content calendar demands it. They sense it. They feel it. And they respond differently.

So, what do we do now

Here’s what you need to ask yourself: Are you moving at Lightning McQueen speed because you have somewhere to go, or because you’re afraid of slowing down?

If it’s the latter, your storytelling won’t land. Without intention behind it, even well-produced content feels generic. There’s no point of view. The messaging doesn’t stick.

If it’s the former, you already have the answer. You know what you’re trying to accomplish. You’ve got the data to back it up. You understand your audience. You have a narrative voice that’s consistent and distinctly yours. Now you just need to commit to it.

Intention plus authenticity equals storytelling that actually moves people and culture. That’s how you build audiences that return to you. That’s how you earn attention in a world that’s learned to tune out everything else.

Article

Win What Matters

November 11, 2025

How a Purposeful Award Strategy Can Strengthen Employer Brand and Attract Top Talent

In today’s dynamic talent landscape, one principle stands out: recognition matters, but only when it’s meaningful. From “Best Places to Work” lists to industry-specific accolades, employer-of-choice awards remain a powerful tool for building credibility, boosting brand perception and attracting the right talent.

But not every award is created equal … and many come with a hefty price tag (from entry fees to the time and effort spent preparing submissions).

As the hiring market cools and qualified candidate searches intensify, now is a strategic time for organizations to double down on their employer brand. Third-party awards, in this context, retain their power as a powerful tool.

But the goal isn’t just to win. It’s to win what matters. The proper recognition, grounded in authentic storytelling and aligned to business priorities, can differentiate your organization in a crowded marketplace.

Why now?

While some companies are scaling back recruitment efforts, smart employers see this moment for what it is: a rare window to stand out and attract exceptional candidates. With fewer organizations actively vying for talent and less noise in the marketplace, even modest increases in employer visibility, such as industry mentions or niche awards, can generate an outsized impact. Recognition as an employer of choice not only draws in new talent but also boosts engagement and morale among current employees, provided it is earned and shared authentically.

That means skipping the “spray-and-pray” approach to awards submissions and instead adopt a strategic lens. Start by pondering over the following:

  • What does your organization want to be known for?
  • Which recognitions align with your values and culture?
  • How can internal communications help bring that story to life?
  • How well does your organization satisfy the award criteria or compare against potential competitors?
  • Will your chances of winning improve by implementing programmatic changes ahead of the next submission cycle and applying then instead?

When these questions are answered honestly, a more straightforward path forward emerges.

Go beyond the boilerplate

Be inspired by the fact that at the heart of every effective employer brand is strong internal communication. Award-winning cultures are built from the inside out, grounded in authentic stories that bring purpose and values to life across teams and in everyday moments. That’s why we help clients dig deep to uncover the stories that matter: how purpose is lived, how values are demonstrated at every level and how culture is defined by employees themselves.

But building a great place to work requires more than compelling narratives or polished award submissions. It takes consistent, thoughtful strategies that genuinely connect people, business goals, values, brand and reputation, resulting in an exceptional employee experience.

A smarter path to recognition

Of course, even the best narrative won’t make an impact if it’s sent to the wrong place. Award submissions can be expensive, time-consuming and competitive.

To invest time and effort wisely, an awards assessment matrix is a valuable tool organizations can use to evaluate which opportunities best align with their purpose, values and strategic priorities. Using such a resource can help your team focus on efforts that will drive real business value.

The results speak for themselves

Rest assured, a well-executed award strategy doesn’t just earn headlines. It builds trust with candidates and fosters employee pride. It instills confidence in the communications and talent attraction functions, potentially leading to additional resourcing to expand the programs responsible for the accolades won. And when an organization tells the story of its positive employee experience with intention, the benefits extend far beyond a single submission cycle. They reinforce the culture employers work hard to build—and invite others to be part of it.

We’re proud to help clients develop employer recognition strategies that do just that. From building employee engagement and alignment programs that are the foundation of a great place to work, to delivering standout storytelling, to selecting the award programs that will make the biggest impact, our team helps organizations focus their efforts where they matter most. Because when it comes to awards, the smartest strategy is simple: win what matters.

Ready to move beyond generic recognition?  FleishmanHillard’s Talent + Transformation team builds award strategies that deliver measurable talent and business outcomes.

Let’s build an awards assessment matrix to identify the right opportunities and craft a story that reflects your people, your culture and your purpose—and achieves your recruitment and retention goals.