Redefining Communications’ Post

Clear communication of strategy is as important as the strategy itself. Without it, even the best plans can lead to confusion, frustration, and disengagement. The "Pyramid of Purpose" simplifies this communication into 4 simple layers, aligning every level of your organisation around a common purpose: WHO: The foundation—your people, systems, and tools. Understanding who will drive your strategy is crucial. HOW: The methods and actions necessary to achieve your goals. This layer is about the how—the processes that turn ideas into reality. WHAT: The objectives and goals that define success. This layer clarifies what needs to be accomplished. WHY: The pinnacle—your core purpose. This is the driving force behind everything your organisation does. But the Pyramid of Purpose isn’t just for organisations—it’s a powerful tool for personal growth as well: WHO: Understand your strengths, values, and roles. Who are you, and what resources do you have? HOW: Evaluate your habits, routines, and strategies. How do you operate to achieve your goals? WHAT: Clearly define your goals. What do you want to achieve in your life and career? WHY: Reflect on your deeper purpose. Why do you pursue these goals? What gives your life meaning? Why does this matter? Whether applied at an organisational or individual level, the Pyramid of Purpose ensures that your actions align with your core values. This alignment creates a cohesive, purpose-driven environment—be it within your team or yourself. When every layer of your pyramid supports the next, purpose drives performance. Are these 4 levels present in your organisation and personal life? #pyramidofpurpose #highperformance #leadership #organisationalpsychology #institutionalculture #progress #success #purpose

In the 'High Performing Teams' space I play in I talk about how uncertainty can be a motivator when it has the positive aspect of 'variety', and yet, mostly it has a negative impact and people want a return to certainty. Particularly when people have change exhaustion and are suffering from BOSOMOCO (quoting my wife Karina here from her book 'The Pace of Grace')... Burnt Out, Stressed Out, Maxed Out and then Checked out! BOSOMOCO. Dr Neryl East CSP is at the top of the game re communication effectiveness. This post is 'share worthy' for my LI tribe. I invite you to have a read - 3 simple tips that are very do-able!

The equation "The Right Thought plus the Right People in the Right Environment at the Right Time for the Right Reason = The Right Result" underscores the importance of aligning multiple factors to achieve success. This holistic approach emphasizes that success is not merely a product of isolated actions or singular decisions but rather the synergy of various elements working in concert. The "Right Thought" signifies the importance of having a clear and positive mindset. "The Right People" highlights the need for collaboration with individuals who bring the necessary skills and attitudes. The "Right Environment" ensures that the surroundings are conducive to productivity and creativity. The "Right Time" points to the significance of timing in the execution of plans. Finally, doing things for the "Right Reason" ensures that the motivations behind actions are ethical and aligned with core values. When all these components are harmonized, the likelihood of achieving the desired outcome, or "The Right Result," is significantly increased. #marketing #humanresources #management #whatinspiresme

Are you looking to change something at work? In your organisation? Or in your world personally? Is something not working at the moment? Dilts’ Logical Levels can be useful at identifying where the problem is occurring and where the change is needed. What do I need to ask myself or the team? 🔺 Environment: where is the problem, when and with whom? 🔺 Behaviour: What? Actions and reactions to the challenge? 🔺 Capabilities: How? The skills and abilities we have and what we need? 🔺 Values & Beliefs: Why? What do we really believe is true? Are we following the right rules? 🔺 Vision & Mission: Who are we? What is our identity and purpose today? The most powerful positioner. I like this graphic to demonstrate the Levels. If you want to achieve a desired change, check that you’re operating at the right Level and asking the right questions. Are you up high enough on the pyramid? Change at one level can radiate and cascade downwards positively. #changemanagement #organisationaldesign #personaldevelopment

How to lead organizational change. Organizational change is hard but doing the following will make it less difficult. 1. Start with a case. A case is a change campaign. You have to explain why change is needed. Things to mention in your campaign: The problem, your current state, the risk of not taking action and the benefits of changing. 2. Next create a compelling vision. Get everyone excited about the future. You can write a future press release or a vision statement. 3. Plan. Prepare your project plan. This also includes your communication plan. Communication is a huge component of effective change management. Tailor your communication style to your stakeholders' preferences. 4. Manage blockers. A.K.A curve balls. Anything that prevents your project from progressing. There are several ways to address risks. You can accept, reduce, accept or transfer them. 5. Manage resistance. Yes, this is the crux of the matter. People generally resist change. - Use the power/interest grid to prioritize stakeholders. - Build trust - seek their input early on. - Work with allies or influencers - Listen actively to their feedback. - Strive for a win-win situation. 6. Show progress: Part of communication is showing your stakeholders you are progressing. 7. Lastly reinforce change. Whether positive reinforcement, negative reinforcement, or punishment, align your tactic with the organizational culture. You can read the full change article on my website. Thank you.

Managing change effectively involves a structured approach. Here are some key steps: ✒️ Define a clear vision and goals: Clearly communicate why the change is necessary and the desired outcomes. This helps people understand the bigger picture and how the change benefits them. ✒️ Develop a communication plan: Keep everyone informed throughout the process. Explain the change, its timeline, and how it will impact them. Be transparent and address concerns promptly. ✒️ Empower employees: Give people a say in how the change is implemented. This increases their buy-in and fosters a sense of ownership. ✒️ Provide training and support: Equip people with the knowledge and skills they need to adapt to the change. Offer training sessions and ongoing support to address challenges. ✒️ Celebrate milestones: Acknowledge and celebrate successes along the way. This helps maintain momentum and motivation.

70% of business change fails to execute…(McKinsey) Knowledge isn’t power, strategy and ideas don’t change the world, connections and resources don’t solve problems - it all comes down to execution! We can blame systems and processes all day long but how about looking in the mirror and taking personal responsibility also? Do you bring a problem to your manager and ask them what to do or do you bring a solution and look to gather buy in, to go and execute? Do you wait for someone to ask you how your task/project is going or do your proactively keep the right people on the loop on your progress? Do you nod and agree when ideas are shared and then complain outside the room or do you ask sometimes difficult questions to fully understand and provide feedback in that moment? Business change is complex because people are complex but look around at the people in your organisation that make stuff happen and I imagine you will see they understand the value of execution 💪🏻 #execution #getstuffdone #businesschange

"Think Win-Win" is the fourth habit in "The 7 Habits of Highly Effective People" by Stephen Covey. It's a principle-centered approach to interpersonal relationships and collaboration, emphasizing mutual benefit and positive outcomes for all parties involved. Here's a breakdown of the key principles of "Think Win-Win": Mutual Benefit: Seek solutions and agreements that satisfy the interests and needs of all parties. Instead of viewing interactions as zero-sum games where one person's gain is another's loss, strive for outcomes that create value for everyone involved. Abundance Mentality: Adopt an abundance mindset, believing that there are enough resources, opportunities, and successes to go around for everyone. This mindset enables individuals to approach situations with generosity, cooperation, and a focus on creating win-win outcomes. Collaboration and Cooperation: Embrace teamwork and cooperation, recognizing that synergy and collective effort can lead to better results than individual competition. Build relationships based on trust, respect, and mutual support to achieve shared goals. Effective Communication: Practice empathetic listening and assertive communication to understand others' perspectives and express your own needs and concerns respectfully. Effective communication is essential for finding mutually satisfactory solutions and building strong relationships. Win-Win or No Deal: Be willing to walk away from agreements or negotiations that don't meet the criteria of win-win. Maintaining integrity and honoring principles is more important than settling for outcomes that compromise values or result in unfair advantages for one party. By embracing the win-win mindset, individuals can cultivate positive relationships, foster collaboration, and achieve sustainable success in both personal and professional contexts. It promotes a spirit of abundance, cooperation, and goodwill that benefits everyone involved. #leadership #emotionalintelligence #consultant #business #collaboration

I’ve 𝗴𝘂𝗶𝗱𝗲𝗱 𝗰𝗼𝘂𝗻𝘁𝗹𝗲𝘀𝘀 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗼𝘄𝗻𝗲𝗿𝘀 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗰𝗵𝗮𝗻𝗴𝗲, and they all face the same hurdle… 𝗠𝗶𝗱𝗱𝗹𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗿𝗲𝘀𝗶𝘀𝘁 𝗰𝗵𝗮𝗻𝗴𝗲.   (No, it’s not about resisting dessert at a team meeting 🍰) The hurdle? Addressing their concerns effectively. 𝗬𝗼𝘂 𝗹𝗮𝘂𝗻𝗰𝗵 𝗮 𝗻𝗲𝘄 𝗶𝗻𝗶𝘁𝗶𝗮𝘁𝗶𝘃𝗲 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗰𝗼𝗻𝘁𝗲𝘅𝘁.   ↳ Don’t just throw change at them; 𝗲𝘅𝗽𝗹𝗮𝗶𝗻 𝘁𝗵𝗲 “𝘄𝗵𝘆.”   ↳ Connect the initiative to their goals and the company vision. 𝗬𝗼𝘂 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀, 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲.   ↳ Change affects people, not just systems.   ↳ Listen to their concerns—𝘃𝗮𝗹𝗶𝗱𝗮𝘁𝗲 𝘁𝗵𝗲𝗶𝗿 𝗳𝗲𝗲𝗹𝗶𝗻𝗴𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝗽𝘂𝘀𝗵𝗶𝗻𝗴 𝗳𝗼𝗿𝘄𝗮𝗿𝗱. 𝗬𝗼𝘂 𝗶𝗴𝗻𝗼𝗿𝗲 𝘁𝗵𝗲 𝗶𝗺𝗽𝗮𝗰𝘁 𝗼𝗻 𝘁𝗵𝗲𝗶𝗿 𝘄𝗼𝗿𝗸𝗹𝗼𝗮𝗱.   ↳ Change can feel like a burden.   ↳ 𝗢𝗳𝗳𝗲𝗿 𝘀𝘂𝗽𝗽𝗼𝗿𝘁: resources, training, and clear timelines. 𝗬𝗼𝘂 𝗮𝘀𝘀𝘂𝗺𝗲 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲’𝘀 𝗼𝗻 𝗯𝗼𝗮𝗿𝗱.   ↳ Change is personal.   ↳ Engage them in the process—𝗮𝘀𝗸 𝗳𝗼𝗿 𝘁𝗵𝗲𝗶𝗿 𝗶𝗻𝗽𝘂𝘁 𝗮𝗻𝗱 𝗶𝗱𝗲𝗮𝘀. 𝗜𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹𝗹𝘆. Stop resisting the pushback. Engage and empower. Effective change management → 𝗕𝘂𝘆-𝗶𝗻 𝗮𝗻𝗱 𝘀𝘂𝗰𝗰𝗲𝘀𝘀. Hope you enjoyed reading this today. ❤️ (Repost this for others, please ♻️) P.S. How do you manage the resistance? Let's talk!

𝗪𝗵𝘆 𝗖𝗵𝗮𝗻𝗴𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝗖𝗿𝘂𝗰𝗶𝗮𝗹: 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗳𝗿𝗼𝗺 𝗞ü𝗯𝗹𝗲𝗿-𝗥𝗼𝘀𝘀'𝘀 𝗖𝗵𝗮𝗻𝗴𝗲 𝗖𝘂𝗿𝘃𝗲    Change is inevitable. But how we handle it makes all the difference!   Elisabeth Kübler-Ross, a Swiss-American psychiatrist, developed the Kübler-Ross Change Curve to describe the emotional phases that people go through when they are confronted with difficult news or changes. Her change curve also applies to organizational change, illustrating the emotional journey individuals undergo during transitions. How can these insights be applied to change management in organizations so that change managers take the emotional reactions of their employees seriously and develop appropriate strategies? Here are four essential tactics plus one additional insight to help guide your team through change: 𝟭. 𝗔𝗻𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗻𝗴 𝗥𝗲𝗮𝗰𝘁𝗶𝗼𝗻𝘀: Communicate clearly and sensitively. This helps overcome the initial shock and denial that often accompany unexpected changes.  𝟮. 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝗥𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲: Recognize emotions and create space for expression. Managing anger and frustration is crucial in this phase.  𝟯. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗶𝗻𝗴 𝗘𝘅𝗽𝗹𝗼𝗿𝗮𝘁𝗶𝗼𝗻: Be transparent about the necessity and benefits of the change. This helps ease the negotiation phase, where individuals seek ways to adjust the change.  𝟰. 𝗙𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗶𝗻𝗴 𝗔𝗰𝗰𝗲𝗽𝘁𝗮𝗻𝗰𝗲: Provide empathy and support to help through periods of resignation or pessimism. Support can make a significant difference in reaching acceptance and integration.  +𝟭: 𝗣𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗻𝗴 𝗥𝗲𝗹𝗮𝗽𝘀𝗲 𝗶𝗻𝘁𝗼 𝗢𝗹𝗱 𝗛𝗮𝗯𝗶𝘁𝘀: Offer continuous training and resources. Sustained support ensures that the new practices are fully integrated and prevents slipping back into old routines.     In summary, effective CM addresses these stages for a smoother transition:  - Inform 🗣️: Clear communication reduces shock and sets expectations.  - Motivate 🚀: Participation and cocreation helps overcome resistance.  - Enable 🛠️: Training and enabling resources ensure effective adaptation.     Continuous support is vital to sustain improvements. Change Management turns challenges into growth opportunities. 🌱 Embrace the change curve and let effective CM guide your organization's success.     Ready to navigate your organization's change journey? Contact our experts Tilman Bona, Alexandra Pretschner, Holger Dahremöller, and David Haug to learn how our tailored CM solutions can drive your transformation efforts. 📞     #ChangeManagement #OrganizationalChange #Transformation #hirnherzhand #headhearthand