If you want to succeed with any transformation, you need to understand the difference between information and communication. At Implement, we help you get the answer.
Studies show that more than 50% of all failing change efforts are due to poorly managed communication. From more than 400 projects, we know that a fundamental reason for this depressing number is the failure to bridge the mental gap between management pushing the change and the employees who are asked to adapt to a new strategy, IT system or a new organisational structure.
We help your organisation identify and articulate the common purpose behind the change and translate it into something that feels relevant to all stakeholders involved.
Purpose – articulate the common purpose by bridging the strategic rationale with the personal motivators of the employees. Make it relevant to those who must do things differently tomorrow than what they do today.
Language – kill management lingo and create content that is simple, visual and emotional. Events, core story movies, strategy tag lines, newsletters, graphic identity and posters are some of the formats we employ.
Ownership – co-create the change and involve stakeholders through workshops. For changes to be successful, it requires vocal and engaged ambassadors who take ownership of the change.
Common misconceptions and seven simple steps for how to perform more effective change communication.
Change communication is about involving the organisation, creating engagement and offering insights.
Five principles of how to design successful change communication that will create impact in your organisation.
A health check on organisational change communication.
The power of real conversations
Conversations – probably the smallest biggest thing in transforming organisations.
It sounds so easy. Almost naive. Change for the sake of change. Make it happen. Preferably now.
Accelerating sales by changing conversations.
An articles series on getting the full impact from your transformations
Perception vs reality
Perception: Management controls the strategy roll-out communication.
Reality: Employees control the strategy roll-out communication.
– Changing attitudes will not change behaviours.
Where is the fun in change communication?
Why humour is an underrated tool in change communication.
Implement Consulting Group