Change Communication / Munich
Continuous change is the new constant in life. Rapid adaptation ensures that companies survive in competition – especially in a time of digital transformation. With Change Communication you experience success as you accompany your firmꞌs organisational process of change.
Nothing in the history of life is more constant than change.Charles Darwin
External and internal challenges
Whether it is the launch of a product innovation, aimed at differentiating oneself from the competition; restructuring or the reorientation of the companyꞌs business models; whether it is digital transformation processes, or physically transferring the business to new, modern premises – change processes have become an element of companiesꞌ everyday life. So itꞌs hardly surprising that external adaptation usually proceeds relatively smoothly. Yet the true challenge is internal implementation. If a firmꞌs own staff do not carry forward the changes, if they switch into resistance mode and only make the changes half-heartedly, every process of change that a company introduces is sure to fail – no matter how well planned or how right the underlying idea at the core of that change is.
The implementation of new strategies, procedures, structures and systems tends to run into resistance, misgivings and fears. It is precisely the large number of change processes, or respectively their permanence, that leads to disenchantment and rejection among employees. To make matters worse: unfortunately, far too often errors are made at strategic level and at the core-activity level, as change processes are put into effect. The consequence:
- Change processes perceived by employees as something negative
- A lack of trust in the management team and in the company
- Half-hearted implementation of the measures planned
- The whole change process gets slowed down
The best plan fails if it is not internally carried forward by an organisationꞌs own staff, if not all those involved are pulling the same rope in the same direction, and no shared goal is being pursued.
Successful change communication
The key to success: communication specially tailored to processes of change, bringing in the knowledge of change management experts and of project managers, together with communication expertsꞌ professionalism.
We at consense understand change communication as being the combination of competences and targeted measures. That is how we purposefully bring strategic approaches to communication together with methods directed at systemic organisational development. The result is successful change communication for you and your company!
We provide support to you in:
- Stakeholder analyses
- Development of the change story
- Planning of measures
- Training activities with management personnel
- Setting up workshops with the staff
- Implementing communication measures
Companies squander chances
Many companies have a theoretical understanding of how optimum change communication could look and yet it is seldom put into practice. Do you ask yourself why?!
Mostly it is top management that initiates change processes and gives them strategic direction. It also determines the communication. However, in the decisive matter of implementing the communication measures internally, in many cases the top management noticeably takes a back seat, opening up a power vacuum. This is where management teams let slip an important opportunity to make the change credible by their observed actions and also to use change communication for directing activities.
Push Communication instead of dialogue
The goal in many communication strategies is to convey information about upcoming processes of change. Centre-stage goes to the coordinated information and not to the exchange of views or to the dialogue. The outcome is rigid, top-down communication. This carries two risks. Firstly, the actual messages simply submerge in the staccato of communication. Secondly, not enough use is made of the opportunity to integrate the workforce into the new developments, to absorb internal proposals for solutions and also to attain a high acceptance level.
A lack of networking
Turning the people affected into the people involved, opening up dialogue with the staff, adopting a participative approach – these are just some of the suggestions involved in change communication. So it is very purposeful to bring together various disciplines and competences in communicating processes of change. And yet collaboration, dialogue between project management, the management team and the staff, openness and clarity – up to now these are only theoretical values that are often not converted into everyday actions, throughout the whole activity sequence. Frequently the interplay among the key players making the change fails to function at its best, because it is unclear who has what role.
Does this sound familiar to you, as you think about your company? Take action now and seize the opportunities that strategic change communication presents. Let consense be your guide in accompanying you through a goal-oriented process, making your next process of change a complete success!