„Team X will be assigned a new manager starting tomorrow“, or „We are implementing a new IT-tool next week that will have to be used by all employees“, these or similar statements can cause employees to object or pushback any change to come. That is why many organizational changes, IT-rollouts and other kind of change projects have started off facing a big hurdle. Change Communications – the communications during a change process – should therefore be kept in mind and designed right from the start. Change Communications can help to decrease any anxiety or resistance during change and hence facilitate your change project.
I can support you with:
- Concept for Change Communication (including a Change Story if requested)
- Employee-centered Communications
- Empowering your Managers during the change process
- Design and Facilitation of Events and Workshops
- Talks with regard to Change and Change Communications
- If required: External Communications and PR.
It is crucial that Change Communications are made to fit a 100% to your individual change project. This is why one of my working guidelines is that there is no blueprint for Change Communications – are there shouldn´t be one.
Taken from my experience in many change projects in different organizations I can share with you some key factors that show how Change Communications can add to the success of your change project:
For the implementation of Change Communications, a concept is needed that is closely interlinked with your project plan or roadmap. The communications concept will be designed by me and it will offer you a range of measures that are comprehensive, matching target groups, emotional and are taking 2-way-communication into account. The matching always is done individually based on your needs. I work along the following guideline:
To learn more about the following course of action and the next steps we will then take together please read My Work Approach [»]