Many change efforts do not succeed. In fact, most are doomed to fail according to psychologist John Kotter, and largely because of the human factor.
At AGL we don’t share quite this level of pessimism. We do, however, recognise how hard change can be, and how important it is, in a world (and in markets) that don’t stand still.
So how can those who are leading change efforts use communication to ensure the success of a transformation programme?
A clear narrative frames the bigger picture, sets expectations, and establishes broad principles of behaviour that echo the values of the population.
People need to know that the expectations directly apply to them, and also that successful change will benefit them.
People also need to have a good sense of what the right behaviour actually looks like and that they can do it without impediment.
For behaviour change programmes to be successful, the population need to be emotionally involved and personally committed – and that requires communication.
Our work in this area is anchored by the evidence-based model below. This tells us that for change to work, you need a plan and a narrative, and you need people with the confidence, words and skills required to put it into action.
These six steps describe how best to introduce change or respond to change by generating deep feelings of ownership amongst your stakeholders.
We can help you to develop powerful content, identify the best messengers, and reach the right audiences across your business with a clear, consistent and compelling message.
Provide us with a few details and we will get back to you to discuss your requirements
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