Internal Communication and Organisational Change

Change is now a regular occurrence in most businesses however big or small. With this comes the need to manage the change, and this is almost impossible for an individual to accomplish on their own. To put it in simple terms, organisational change is a co-ordinated shift of many individual mind-sets.

The truth that many do not realise, or choose to ignore, is that change faces many barriers and hurdles, resulting in change not having a 100% success rate. This is a result of either not being able to implement the change or not being able to sustain the change.

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Barriers to Change

There are a variety of barriers to change. I have put a short list together of some of the biggest barriers I have experienced.

    • Low buy-in of key stakeholders (This is really a none starter).
    • Lack of leadership from heads of team/departments.
    • Lack of a clear change structure or strategy.
    • The change process is not broken down into easy to manage portions.
    • Lack of understanding, amongst staff, about the change.
    • Individual resistances are not addressed – these soon add up.
    • Progress and advances are not measured, reviewed or acknowledged.
    • Failure to make clear the reason for, and benefits of, the change.

Most of the barriers to change are brought up by a lack of communication, the main issue is someone feeling like they aren’t being heard or believing they aren’t being kept informed. Both of these can cause people to not only refuse to adopt change, it can cause them to actively resist the change.

Communication of Change

So as discussed, communication is key to implementing a change strategy within any organisation. For any change strategy to be successful you need buy-in from everyone in your organisation. It is this maintained, collective drive of a group of people that can make a tremendously successful change.

When putting together a change strategy it is important to consider who is going to be affected by this change. This can then allow you to identify your key leaders and influencers for the change process. This will ensure that the communication reaches all members of staff, it also ensures everyone feels included.

When having any kind of discussions regarding the change be sure that you know how the change is going to affect other people

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Where do online events fit in?

With the advance of technology, many would argue that we are living in an ever shrinking world; this is largely down to the now extensive range of online communication tools we have at our disposal.

That being said organisational change is something you would want to communicate to potentially vast numbers. Additionally, as we have discussed, to keep morale up it is good to give stakeholders the option to communicate back. How can you do this on such a large scale?

This is where the power of online events comes in – you can communicate your change strategy companywide if you wish. Webinars and webcasts were built for internal communications, and you don’t even need to leave your office.

If you are interested in learning more about internal communications and online events, why not join streamGO on September 28th. We will be exploring how communication can aid in change management, with more specific details given by our keynote speaker Jane Young, Head of Communications at Lloyds Banking Group.

Please register your interest here, and we will look forward to welcoming you on the 28th.

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