Maybe this sounds familiar: A new software is implemented and all processes should run via it in the future. A lot of effort and excitement is involved but the implementation takes years, not all features are used and makeshift solutions are still in place. Vast projects like these seldom fail because of a lack of knowledge of the involved professionals.
From the beginning
Big system implementation projects, integration and restructuring project often don´t allow enough space for topics concerning emotional, social behavior and mindset as well as professionally designed change communication. It´s worth while to rivet on those topics from early on. We strongly suggest making change management and communication its own project or organizing it in a project stream. That means, one person or a small team is responsible for keeping an eye on the change prozess, to steer and to develop appropriate interventions and measures. Equally important is an attractive and for all target groups understandable change story as well as the design of (dialogue based) communication channels – like workshops, events, surveys, webinars, social networks or a staff newspaper. Which ones are going to be used is based on their effectivity Don´t forget: Even after the first euphoria, they still need to be maintained consistently.
Change takes root
Consciously designed integrated communication and change management is like lubrication for a gearing mechanism. The process works, dynamics and resistance are handled professionally, executives get the support they need to live up to their roles within the change and all target groups feel addressed. Maybe that doesn´t make it faster but the desired change takes deeper roots and is sustainable.
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