• Articulate the impact the change initiative will have on your division or organization, and its stakeholders
• Build a shared vision of success by embedding a communication plan into the change strategy
• Encourage desired attitudes and behaviours, and assist people in adopting new initiatives
• Communicate a convincing message that facilitates change by involving others
• Provide your people with the insights, skills and inspiration needed to do things differently
• Help team members cope with feelings of victimization, insecurity, frustration and cynicism

Impact on your organization, team or business:

• Achieve stronger alignment between strategy and people, enabling smoother implementation of change initiatives
• Improve communication around change, resulting in greater employee buy-in and reduced resistance
• Accelerate the adoption of new processes, as leaders clearly articulate expectations, build confidence and provide necessary support
• Foster a more cohesive, collaborative organizational culture
• Sustain momentum for innovation and organizational transformation

Communicating the Need for Change 

• Delivering a convincing message to establish urgency
• Ensuring that your communication aligns with what the company is trying to achieve
• Clarifying expectations, promoting buy-in and responsibility and ensuring fairness
• Dealing with behaviours that need to be encouraged or eliminated 
• Mobilizing relevant aspects of organizational culture

Optimizing the Key Components of a Change Management Plan

• Communicating a vision beyond the change
• Helping people get the training and skills they need
• Developing internal branding to capture interest and commitment
• Influencing people’s perspectives, attitudes and behaviours in positive ways

Supporting People Through Change

• Why people often struggle with change
• Avoiding a “victim” mentality
• Responding with empathy and reducing discomfort by involving people in the initiative
• Dealing constructively with resistance