Change Communication

An article series on getting the full impact from your transformations

26 May 2021

Traditional top-down communication is not about communication. It is one-way information. And it does not work.

‘Change communication’ on the other hand, does. It links strategy and people. Management and employees. And it has the power to maximise the impact of transformation projects.

This article series sums up thoughts and perspectives from years in the field and more than 400 projects with public and private organisations globally.

The articles in the compendium

The missing link in change programmes

An invitation to think differently

Linking the strategic rationale to personal motivators

Five principles to ensure profitable change communication

Changing habits

How to involve the organisation, create engagement and offer insights

Facing a truth that may hurt

Great communication will not change attitudes - but behaviour will

University of Oxford and Implement have something in common

The more complicated the project, the greater the need for change communication

Where is the fun?

Why humour is an underrated tool in change communication

Clarity in crisis

From confusion and uncertainty to strength and resilience

Perception vs Reality

Does management control the strategy roll-out communication or do employees?

Change communication is neither an art form nor entertainment. It is a medium of information and communication and of course change management. Combining these two proud individual disciplines can create something that can unlock even the most difficult and complex transformations.

As we see it, change communication is the missing link between strategy and people. Between management and employees.

Over the years, we have written extensively about change communication and how to use it to succeed with transformations.

Now, for the first time, we have collected these reflections in a series of 10 articles.

If you’re not communicating, you’re not changing.

Change happens in conversations, so get people talking

Change communication itself does not necessarily drive change – but it plays a vital role after a change initiative is released by reinforcing a new pattern of attitudes.

Good communication creates a buzz and starts conversations. It filters into our workplace and everyday lives. Because as humans we are curious. Curious to know what our colleagues are thinking, and so we start discussing the change ourselves. This is when the change starts to become real. And the oganisation is mobilised.

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