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Update nowAt a time of such accelerated change it may feel like you and the people you serve are in a perpetual cycle of redefinition.
Whilst the rapidity of change is out of our control, what we have command over is how we manage and respond to change as it arises. This article shares some practical ideas on how to communicate change in the workplace…
The complexity of change means invariably traditional communication mechanisms e.g. townhalls, video broadcasts, presentations won’t be enough.
These rely on leaders to deliver information from a position of knowledge and authority, which can create the impression that change is being ‘done to us’.
When change is large-scale, ambiguous and emerging, seek to have regular conversations within and across teams. These are far more powerful and productive as it helps people to:
To start a meaningful conversation about a change, it helps to have conversation starter questions. These should:
Check our our conversation guide for examples of good conversation starter questions.
When communicating change, research suggests the most influential conversations may be those that happen at an everyday level, like team meetings and one to ones. So, seek to build conversation into your team’s regular interactions.
When initiating a change conversation at a team or individual level: