The adage, “change is the only constant,” has never been truer than it is today. As we navigate through a global pandemic, business disruption, social unrest and economic uncertainty, change sits at the center of so much of what we do.
As the world changes, so must we.
We are operating in an environment where sustained, transformational change is the norm. This VUCA world – one that is volatile, uncertain, complex and ambiguous – is requiring businesses to evolve how they operate to remain viable over the long term.
As business has changed, so has the communications function. Our profession is being tested like never before: from providing mission critical information, to managing through furloughs and layoffs, engaging audiences in purpose and renewed strategic priorities, delivering new technologies, and bringing to life diversity, equity and inclusion (DEI) strategies.
This guide will cover six important steps to take while implementing change to ensure employees, leaders and managers are engaged and supportive in the long-term.
- Change communications inventory: Take time to gain a clear view of the comprehensive change that is expected across the organization.
- Understand your transformation initiatives: Follow our list of key characteristics that must be documented to determine the levels of organizational impact.
- Change communications timeline: To see the collective picture of the transformation planned, you need to plot it out.
- Confirm your timeline: Don’t operate in a silo. Share the timeline with the owners of the change programs and follow our list of questions that must be raised.
- Share your timeline: Share the change timeline with leaders and employees so everyone understands what to anticipate.
- Refresh your timeline: Create a timeline review that aligns with your strategic planning process. This ensures as delays, shifts and unexpected events occur your change plan is updated.
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