- Remember that your stakeholders are in an Stakeholders’ Change Journey earlier stage of their change journeys than the project team. So, they must be brought along.
- Prioritize early communications to build awareness of the change. Effective awareness campaigns will empower your stakeholder groups to articulate what’s changing, why it’s changing, when the change will take place and whom it will affect.
- Resist the urge to focus remaining communications on knowledge and skill development. Instead, take time to help stakeholder phone number list groups buy into the change by clearly stating how the change will affect their daily lives and their teams, including the benefits they can expect and the support they’ll receive throughout the journey.
- Once stakeholders have been presented with a clear picture of what the change means for them, share communications around proficiency and skill development. Stakeholders should understand the actions they’ll need to take and how they’ll be trained.
- Following deployment, communications should focus on reinforcing the new behaviors. Be sure to share success stories and provide remediation as needed to support your stakeholders.
4. Empower Managers as Communication Champions
- Frontline managers and supervisors are powerful change agents who can significantly enhance your communication campaign.
- Be sure to provide these teams with toolkits and talking points to promote consistent messaging. These leaders are the preferred communication channel for gaining buy-in across the organization.
- Train managers on how to handle resistance through special services and answer questions effectively. And allow these leaders adequate time to move through their change journey to ensure they can become effective Stakeholders’ Change Journey communicators of the change.
Tips for Delivering Effective Change Communications
Start Early: Communicate intentions before the change is rolled out to build trust and reduce uncertainty.
Highlight the Why: Clearly articulate the reasons for the change and how it aligns with organizational goals.
Use Multiple Communicators:
Leverage change agents and champions to belize lists reinforce communications and to be points of contact for stakeholders as part of established feedback loops.
Show Empathy: Acknowledge the challenges Stakeholders’ Change Journey employees might face during these changes and offer support resources.
Celebrate Wins: Share positive milestones and success stories to build momentum and morale.
Communicate Clearly and Succinctly: Use simple, direct language to explain complex changes. Avoid technical jargon except when necessary and provide examples when possible.