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Category: Employee Communications

Are We Building Capacity or Capability?

In the often buzz-word intensive field of change management, the terms “capacity building” and “capability building” are often used interchangeably. That is unfortunate, because a more careful treatment of the terms can actually lead to some useful breakthroughs for organizations working through change. Let’s take a closer look. In the context of transformation, “capacity building”…

Transforming? Take two pain pills and call me in the morning

Among many change and transformation assignments I’ve had the pleasure of working on, I observe a consistent pattern among leaders and sponsors. In their genuine commitment, enthusiasm and passion for their change, they tend to be overwhelmingly positive about their initiatives – a positivity that can border on gushing in the most extreme cases of…

Take Credit Where Credit Is Due

Sometimes it’s hard for communicators to take credit for big picture outcomes such as the number of new members recruited, rate of client satisfaction, revenue, or influence leading to a regulatory change. It’s one thing to say that communications exists to serve overall corporate functioning—but how can responsibility for major organizational successes be directly ascribed…

Communications Begins at Home

Among the wealth of material written about strategic communications planning, virtually nothing is said about how communications advisors operate on their ‘home turf’, in relation to their internal clients such as senior management and colleagues in program or policy shops. It’s a peculiar omission, because the way in which you approach internal client relationships—the ‘how’…

Assessing Your Change Project

An important first step before embarking on an organizational transformation project is to assess the nature of the change. This diagnostic exercise is vital in providing the information required to determine the appropriate level of resourcing (time, budget, staff) to help ensure project success. Given the sobering reality that change research consistently finds that the…

Knowledge Exchange

Many organizations have a great deal of knowledge and experience that they would like to share with others. Handling large volumes of information, working and refining it into usable forms of communications, present their own challenges but all the effort is wasted if the results are mired in an information wasteland that’s difficult to navigate,…

Employee Communications and Engagement 2.0

Today’s digital tools provide us with unparalleled opportunities to connect and engage with employees in creative and meaningful ways. We now have the potential and opportunity to drive organizational performance by providing relevant content and establishing a one-to-one communication experience – even in large, multinational organizations. This is crucial since engagement is an individual experience…

The Change Agent’s Dilemma: Planning in a World that Keeps Changing

For the last dozen years, I’ve devoted my career to strategic communications planning, having developed and applied the Results Map methodology in the field. I’ve had the opportunity to work on hundreds of strategic plans – large and small, for the public and private sectors, all focused on aligning internal and external communications to organizational…

The Internal Communications Formula

Authenticity + Faces = Trust To be credible and useful, messaging of an internal communications strategy must be authentic. Leaders need to speak in their own voice; be transparent even when the news is difficult; and most importantly, demonstrate that the organization encourages employees to speak truth to power. A second vital point to remember…

Trust through Transparency

Organizational transparency is a hot ticket item these days.  As a result of a confluence of social, political, and cultural factors, internal and external expectations around transparency have been exponentially and permanently raised. This raises the question for communicators – how do we accommodate these changes, and add organizational value in the process? Here are 3…