“Change strategy walks on two feet – one deliberate, and one emergent.” – Henry Mintzberg
Change is a messy, emotional business for people. While we may want it to be structured, smooth and seamless, that’s not the reality for the people going through change.
Because it is difficult, no change can succeed without the right communication strategy to support it.
At Thrive, we look for opportunities to help shape the change experience through communication to ensure it addresses both what employees need to hear at every stage AND the important things the company needs to get across.
In order for change to succeed, employees need to understand why the organization thinks the change to be necessary, the scope of the change and how it will affect both the company and employees.
“No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”
– Jack Welch
At Thrive, we believe that you cannot transition an organization from a “waterfall” model to an agile or lean model with a traditional communication plan that is hammered down for 12 months to come. If the business is going agile, so should communication.
An agile communication strategy is in part top-down and pre-defined, and in part emergent at department level throughout the change process. It includes different messengers, and different messages. The key to successful communication? That both levels of communication are consistent and provide clarity and focus.
Regularly delivered communication by the right people at the right times will help keep everyone open to facing change together, as a community. It will encourage employees to stay engaged in the change process, to ask questions and find solutions to help achieve company goals.
To find out how we can help support your change communication, contact me directly on email@example.com or call +32 (0) 476 991 776