There are five non-negotiables when it comes to change communications. The more each of these areas are addressed, the more potential you create for the change to be engaging and be embedded. 

1) Be clear on your core messaging framework: Be planned and have a core messaging framework. It sometimes takes time to work through and massage messaging enough so that it resonates. Don't just reproduce broad, jargon based statements that are generic in nature. Test messaging where you can with those who are receiving it. Bring stories into relevant channels to bring concepts to life.

2) Ensure there are effective communication channels: Life is busy, social media and information overload has resulted in an even lesser attention span. Too many emails are sent, there aren't 'push' and 'pull' channels evident in organisations and leaders struggle to stay connected and be able to engage their teams. Research with the audience types to understand what channels they refer to for what. That...

There is a big difference between standard organisational communications to employees and information based communications to customers, and change communications. Without understanding the difference, your change may fall flat, if the only way you communicate is through the standard communications channels and using the same methods as business as usual communications.  Think for a moment about the rise of social media, storytelling, music and engaging clips vs a standard newsletter email in your inbox. The two are chalk and cheese. One is informative, the other is engaging. And the interactive approach that social media has introduced, has made it harder for internal communications teams and change comms delivery people to get cut through.

With organisations constantly undergoing change, there seems to be a need for the worlds to meet a little more, with enhancements in the internal communications methods being used, with many internal communications managers and team members...