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5 Ways Organisations Can Improve Employee Engagement With Change

February 6th, 2014

From my experience there are 5 proven ways that organisations can improve the level of engagement employees have with change.  These changes may relate to organisational restructures, new strategy, the implementation of new IT systems, mergers or acquisitions, and is not limited to these change situations. The following are attributes of successful change:
1  Process changes [...]

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5 Ways To Engage Employees and Leaders With Change

September 5th, 2013

There are 5 ways that you can engage employees and leaders with change.  If you follow each of these steps you will have successful outcomes partnering with the business to produce their desired business results.
The following are the 5 ways that have been proven to me to be the most effective and I will go [...]

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Change Communication – High Gain Questions That Get The Attention Of Leaders

August 13th, 2013

The questions we ask when called in to develop a change communication strategy will always produce different outcomes.  This article explores the difference between high gain questions and the typical questions we ask and the impact they have on developing a change communication strategy.  Imagine a senior executive from a business unit contacts you,  his [...]

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How to get leaders to communicate change

July 29th, 2013

The reason most leaders wont drive change communication initiatives is because they are about information that is readily available online and because when employees ask questions about the changes they feel unable to provide answers – therefore they avoid doing it.
I wanted to provide an example of a change communication initiative I designed where the [...]

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Don’t Press Send

July 15th, 2013

This past week has seen, if true, the worst examples of the use of online communication media.  One was allegedly direct emails sent to employees advising them that their job was now redundant.  The second was a newsletter from a CEO which started off friendly enough but then ended with the news of pending restructures [...]

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3 examples of the difference between internal and change communication

April 29th, 2013

If I were to pinpoint the key difference between internal communication and change communication it is that the first informs the latter engages employees.  Often I talk about the need to embrace face to face dialogue for communicating change, but it is important to understand that this is more than just team briefings or CEO [...]

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Change Communication and Stakeholder Analysis

January 7th, 2013

When developing a change communication strategy there is nothing more important that analysing stakeholders.  You need to understand all of them, segment them into key groups or individuals understanding the level of interest or impact that a change will potentially have on them.
This is because rarely does a “one size fits all” approach work when [...]

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5 reasons change programs fail

September 16th, 2012

You would think with the number of times organisations embark on change programs that they would eventually get it right.  But many things get in the way, not the least of which is thinking that change is common sense and everyone has the answer.   And for those of us who lead change we know that [...]

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The role of leaders during change

July 1st, 2012

One of the critical pieces of any change management program is face to face communication.  The role of leaders during change is very different from business as usual.  It requires a greater physical presence amongst employees to reassure them that their concerns are being heard at the top of the organisation and conversely that the [...]

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Enterprise wide change – the how, what and why

February 20th, 2012

Change management is such a widely thrown around term these days.  Everyone is a change manager, HR, Organisational development, Employee Communication, Operations Managers, Project Managers, IT managers…the list goes on.  None of these roles in my view are change managers, what they do has an impact on changing something, whether it is roles, capabilities, productivity [...]

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