Eight professional communication trends - All Things IC
How can you use the power of the whole communication toolkit - also known as proper strategic communication - effectively? We talk a lot in the world of internal communication about working strategically. In fact episode one of season two of my Candid Comms podcast address this exact topic. It will be published tomorrow, Sunday 6 June 2021, via your favourite podcast player.
5 Tips To Optimize The Success Of Your Hybrid Return To Office Plan
Will your return to office plan bring sighs of relief or signs of mutiny from your work from home employees? Use these five tips to prepare both in-office and remote workers for a smooth transition to the new normal as a hybrid team.
COMMUNICATION HATS: TIME TO PUT AUDIENCE INSIGHTS BEFORE BLANKET ASSUMPTION - PR Intelligence
“Assumption is the mother of all fuck-ups.” In looking at communication – and my subfield of internal communication in particular – remarkably little attention is paid to the extent communication decisions are based on assumptions. In internal communications, these assumptions tend to be based either on what the author (aka the “boss” or the “company”) […]
Operations and Internal Communication Strategies For Effective CEOs | Pulse
Though it is written for a CEO, there's a lot of valuable advice in this article about internal comms. There's two ways to read it: get lots of advice on how to run your own employer brand internal comms. But also, you can read it to better understand how your leadership team has to see the world, which helps you can align to their needs and keep influencing them.
It took me a minute to realize that this article on how to help your employees to own your corporate strategy is actually an employer brand article in reverse. That is, rather than explaining what employer brand is, it focuses on the fact that a strategy that isn't embraced and implemented by engaged staff is really just a good idea and little more. The article suggests making strategy communication a two-way street and asking for staff to commit to the strategy. Sounds great but if you have two identical companies differentiated by the first having a strong employer brand, you can connect your corporate strategy more easily to understanding what your staff expects to get out of working there far more than the company without a strongly held brand. In a company with different micro-cultures, how do you connect a single strategy to all of them? You'll have to go team to team, culture to culture, doing the hard retail sales work to make a connection. In a company with a strong brand, all those micro-cultures have already found a way to localize your core brand. It's like all those disparate audience are already hard-wired to understand the strategy because they are all aligned to a common set of concepts.