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?
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.
"This is the most valuable training I have ever received and I think it will stay with me for the rest of my life and where ever possible I am trying to pay it forward."
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