Strategic Change

Change comes to businesses in many forms: mergers, acquisitions, divestitures, joint ventures, new leadership, technology implementations, organizational restructuring, and regulatory compliance. But the same central challenges usually apply: communications, culture, change management, and ultimately alignment. Leaders have to agree on priorities, direction and organizational culture, then communicate this vision to employees along with the specific steps necessary to make it a reality.

How we can help?

Even if an organization acknowledges the “soft” change management needs that accompany a “hard” change in technology or structure, it’s easy to lose focus on them. When a business is consumed with obtaining the technical aspects of the change right, the change management agenda may be the first thing lost in the shuffle–or eliminated from the budget. But it’s often the first thing addressed in a post-project accounting of things that should have been done better.

Whether an organization is changing its tools, answering to new leaders, or transforming its culture, proactively managing the communications and transition process is vital. Job security is employees’ number one fear when organizations go through large-scale change. Strategic communications can help retain top performers, ease employees’ concerns, and maintain “business as usual.” It’s important not only to put people at ease and retain top talent, but also to help everyone understand the nature, demands and rewards of the changing roles they will play.