Course Objective & Scope
During periods of change, information vacuums quickly fill with rumours, and one-way announcement emails rarely answer the employee's real question: "What does this mean for my day-to-day work?" This programme covers translating executive intent into a coherent change narrative, segmenting stakeholders, setting up two-way listening channels and communicating transparently when not all answers are known yet.
Working on a live reorganisation, process shift or technology rollout from their company, participants build a message architecture, a channel and cadence plan, and a manager Q&A guide for tough questions.
Who Should Attend?
- Department managers and team leads translating transformation decisions for their teams
- Change management, internal communications and HR teams
- Programme managers leading large-scale technology, ERP or AI rollouts
- Business unit leaders accountable for adoption of strategic initiatives
Key Takeaways
- Structure a clear change narrative covering the why, what, how and day-to-day impact (WIIFM)
- Build a message and channel matrix tailored to different stakeholder segments
- Equip middle managers with practical talking points so they act as alignment multipliers
- Communicate clearly about what is known, what is still undecided and when updates will come
- Prepare for tough questions across town halls, team huddles and one-on-one conversations
Curriculum
Common Pitfalls in Change Communication and Trust Dynamics
- Information vacuums, over-promising and the one-off announcement trap
- Building awareness and desire through an ADKAR lens
Change Narrative and Message Architecture
- Why now, what changes, what stays the same and what it means for me (WIIFM)
- Translating executive strategy into operational team language
Stakeholder Segmentation and Channel/Cadence Design
- Grouping audiences by impact level and tailoring the message
- Sequencing broadcast, dialogue and feedback channels
- Creating a middle-manager communication toolkit
Transparency in Ambiguity and Handling Tough Questions
- Speaking with the knowns, unknowns and decision-timeline frame
- Rehearsing non-defensive responses to anxious or sceptical questions
Change Communication Plan Workshop
- End-to-end communication plan on a real organisational transformation
- Drafting the core narrative, manager talking points and FAQ
Other Courses in This Category
-
Addressing job-replacement anxiety, task-level job crafting, turning shadow AI into safe adoption and building an AI Champions network; participants design an employee-centric AI adoption roadmap.
- Live Course
- 5 modules
-
Unlearning outdated habits, Korn Ferry/Burke learning agility dimensions and rapid learning loops in unfamiliar situations; participants leave with a personal adaptation plan and a 30-day learning sprint.
- Live Course
- 5 modules
-
Cognitive reframing (ABCDE model), circle-of-control focus, energy management and team-level recovery routines for high-pressure periods; participants build a personal and team resilience action plan.
- Live Course
- 5 modules
-
Understanding change resistance through Bridges' transition model, SCARF threat/reward triggers, the change curve and Immunity to Change mapping; managers build a team change map for a real transformation.
- Live Course
- 5 modules
-
Prioritising with incomplete data and shifting goals using Cynefin, Cost of Delay, ICE/RICE scoring, WIP limits and kill/pivot criteria; teams build a prioritisation and trade-off protocol for their own backlog.
- Live Course
- 5 modules
-
Translating Carol Dweck's growth mindset into team habits through hypothesis-driven experiments, safe-to-fail probes and blameless retrospectives; participants design a practical team learning sprint.
- Live Course
- 5 modules
Get in touch
