Rôle n°1 de la Communication interne : ne pas faire échouer le projet – Encore trop nombreux sont nos clients qui nous contactent quelques semaines à peine avant le lancement d’un projet structurant pour leur entreprise. C’est le propre de ce type de projet, tellement prenant et multifacettes : souvent le côté technique l’emporte sur le côté humain. Faisons-en sorte d’infléchir le chiffre de McKinsey qui estime un taux d’échec de 70% des objectifs de transformation des entreprises. Et la communication interne est un facteur de succès qu’il est indispensable d’actionner dans ce but.
It is a truism to say that the rule for organisations is to change continuously. It is also well known that resistance to change is regularly observed, causing most change efforts to fail. Even when the need for change is apparently straightforward, people may resist for various reasons. Therefore, this article will highlight aspects that can help change leaders to effectively communicate the need for change and mobilise their employees to make change happen.
Everything has its worth. Especially something rare. This particularly applies to the amount of time dedicated to information. We all appreciate that one of the biggest challenges in change management is to ensure everyone understands what is at stake, why the project has been launched and how it will be rolled out. How can we make this change come to life in those brief 12 minutes of attention span * which your teams can attribute to your organisation? You have one ace in your hand: visual communication.
Several months ago, when companies were thrust into lockdown at relatively short notice there was just enough time to get equipment sorted. Then the next important challenge to tackle was to ensure that everyone had access to some form of central data base, once these considerations had been taken into account, everyone concentrated on “getting the job done”. As no one knew how long this would continue for, there did not seem to be any need to start (re)defining communication strategies. As a result, many companies experienced the rise of usage of a multitude of communication channels both internally and externally. At internal level, staff resorted to methods they already knew, for example by creating WhatsApp groups, Slack channels or even in some cases Facebook groups. They needed to find a quick, efficient way of keeping in touch with colleagues. At an external level, some companies were sufficiently agile to be able to adapt to virtual methods, quickly setting up webinars to stay in touch with their client base and publishing online newsletters to share expertise and maintain interest in their products and services. Others were not able to follow suit, as their staff or internal structures were quite simply not able to adapt so quickly – and anyway “it would only be temporary…. soon everything will be back to normal”…. Several months later, most of us are still not able to attribute a clear definition to what is “normal”, but we have all come to appreciate that it definitely is not the same as it used to be. There is much talk about the “new normal” and this needs to be taken into account with respect to communication, just as is the case for personnel questions and company strategy.
MindForest est heureux de vous inviter à son BrainBreakfast virtuel « Libérez du temps de cerveau avec la communication visuelle ! » qui aura lieu le mercredi 23 septembre 2020 de 9h00 à 10h00 en ligne !
Nous sommes passés de manière assez abrupte d’une idée du travail à distance à la pratique quotidienne. La communication digitale ne repose pas sur les codes traditionnels et ne requièrent pas les mêmes ressorts. L’enjeu est de taille : il s’agit de préserver la culture d’entreprise tout en la faisant évoluer. Nous verrons dans cet article en quoi la communication digitale est spécifique, comment l’adapter au contexte du travail à distance pour l’ensemble des équipes ainsi que les comportements à adopter pour exceller dans sa manière de communiquer virtuellement.
your capacity to achieve.
- - Be Prepared
- - Be Involved
- - Be Crazy
- - Be Visual
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