Purpose
The purpose of this article is to guide creators in crafting a compelling story outline and script for their videos. A well-structured script ensures viewer engagement, clear messaging, and maximised watch time.
Procedure
Intro (Hook)
- Create an engaging hook within the first 5–15 seconds of the video. This should align with the expectations set by the video’s title and thumbnail.
- Include one or more of the following elements:
- A brief summary of what the video covers.
- An eye-catching visual or sequence.
- An attention-grabbing line or question.
- A teaser of exciting content coming later in the video.
Content (Value)
- Deliver the main value promised in the video title and intro.
- Keep the audience engaged by adding a secondary hook, such as a preview of upcoming content: “Now, coming up next, I’ll show you…”
- Include at least one call-to-action (CTA) during this section. For example:
- “If you’re enjoying this, please like the video!”
- “Let me know your thoughts in the comments below!”
End Screen (Sales Pitch)
- Conclude by encouraging viewers to keep watching your content. Suggest another relevant video or playlist:
- “Check out this video to learn more about…”
- Repeat the CTA, reminding viewers to like, subscribe, or share the video.
Checklist
- The intro includes a compelling hook that matches the title and thumbnail.
- The content delivers value with engaging and clear messaging.
- The video includes at least one secondary hook and a call-to-action.
- The end screen directs viewers to additional videos or playlists.
- The CTA is repeated at the end.
Relevant Information
Sample script
Intro (Hook)
Change is inevitable, but successful change? That takes skill. Have you ever wondered why some organisations thrive during change while others struggle? In this video, I’m sharing the 3 key steps every leader needs to guide their team through change with confidence. Stick around, because the last step might just transform how you approach change forever!
Content (Value)
Let’s start with the first step: setting a clear vision. People resist change when they don’t understand where they’re headed. As a leader, your role is to paint a picture of what success looks like. Ask yourself: How can I inspire my team to see the benefits of this change?
The second step is all about communication. But it’s not just about talking—it’s about listening, too. Engage your team early and often, and make sure you’re addressing their concerns. For example, if someone is hesitant, don’t dismiss their fear—acknowledge it and work together to find a solution.
Now, coming up next, I’ll share the third step, which is critical for sustaining change—so stay tuned!”
Quick pause—if you’re finding this helpful, give this video a like, and let me know in the comments: What’s the biggest challenge you’ve faced during a change process?
End Screen (Sales Pitch)
Alright, here’s the third and final step: empowering your team. Change doesn’t stick if it’s just driven from the top. You need to equip your team with the tools, training, and confidence to own the change themselves.
If you’re ready to take your change management skills to the next level, check out this video right her, where I break down how to handle resistance during change. Don’t forget to like, subscribe, and hit the bell icon so you never miss a tip. Thanks for watching, and I’ll see you in the next one!”
