People in the organization may need to hear a message over and over before they believe that this time, the call for change is not just a whim or a passing fancy. It takes time for people to hear, understand, and believe the message. And if they don‘t particularly like what they hear, then it takes even more time for them to come to terms with the concept of change.
Have they heard the message? Do they believe it? Do they know what it means? Have they interpreted it for themselves, and have they internalized it? Until managers have listened, watched, and talked enough to know that the answer to all these questions is yes, they haven‘t communicated at all.
So better make sure that the internal communication is on the top of the agenda:
Is internal communication just as intriguing as external communication toward the customers?
Have we planned internal marketing as a process involving all managers and staff and not merely as one-way communication?
Have we been creative and unconventional in our choice of internal marketing measures?
Have we taken into account that we need to render visible the results and give positive feedback to the organization?
Have we considered what may prevent internal marketing from becoming a success?
Are you yourself looking forward to being employed with your company in the year to come?
Short URL & Title: Internal communication an important part of any change management process — http://www.torbenrick.eu/t/r/urs
The service allows you to share your resume to LinkedIn, Twitter and Facebook directly through their platform.
TwitRes
With using Twitres, you can publish your resume on twitter in seconds. Log-in with your Twitter account, upload your resume and tweet your resume link (eg. http://www.twitres.com/9a0c73).
TwitRes also lets you track how many times your document has been viewed.
ResumeSocial
ResumeSocial is the first social resume community where you can post your resume online and get real feedback from others. You can also help others by leaving feedback and sharing your experience on what has worked for you.
ResumePark will track how often your resume is viewed online plus other useful stats.
Tweeting your resume
When tweeting your resume, make sure to use keywords with a hash # prefix like: #Resume, #HR, #IT, #Engineer, etc. Add as many key words as you can within the 140 character limit to make it pop up when the keyword is search in Twitter.
Remember that you want to keep your tweets to less than 140 characters – even shorter in order to promote RTs. If someone does not have to edit your tweet in order to re-tweet it, then they are more likely to RT it. The more your tweets are re-tweeted, the more people will hear about you and learn you are job searching.
Sustaining success depends on an organization’s ability to adapt to a changing environment – whether it’s an external change, such as a transformative technology or a changing economy, or an internal one, such as a restructuring or key process overhaul. Unfortunately, 70% of organizational transformations fail. Why? Because to many crucial elements in the change process are skipped.
Sometimes we wrongly assume that change is all about improving financial results – stock price, profitability, sales. We forget that successful transformation also generates “soft” benefits, such as trust, new organizational capabilities, and emotional commitment among employees. But even if we strive for financial and non-financial results, additional perils await: painful emotions that boil up in our workforces whenever we ask people to think or do things differently. Whether it’s anger, alarm, or confusion, we must ease those feelings by cultivating an environment of trust, involvement and empowerment.
Nothing about leading change is easy.
Create a sense of urgency based on the company’s financial performance, competitive situation, market position, technological trends – create a burning platform: What will happen if we don’t react now?
Communicate this information broadly and dramatically, especially with respect to crises, potential crises etc.
Ensure middle management is involved in the whole process
Determine areas of improvements: Main- & Sub driver
Create a shared vision and common directions
Visualize the “journey”
Communicate the targets in a simple way. A surprisingly simple image can express more ideas than a thousand complex words
Create a dialog – Involve the whole organization
Measure early and often …… and tell about it ……
Create wins
Continuously lookout for inconsistencies – Deal proactively with resistance
Align performance management processes to drive desired behavior changes
Make sure that you don’t end up like Bad Schandau:
More and more automotive companies turn to social media when promoting new cars.
Volkswagen in Sweden has produced three videos that have gone viral, to the extent that one of them has become the most viral video ever made.
What makes it the most viral video is the number of blog posts and tweets about the video (4,736 blog posts and 16,380 tweets), at least according to the Viral Video Chart. “Pianotrappan” has been viewed almost 11 million times.
People in the organization may need to hear a message over and over before they believe that this time, the call for change is not just a whim or a passing fancy. It takes time for people to hear, understand, and believe the message. And if they don‘t particularly like what they hear, then it takes even more time for them to come to terms with the concept of change.
