Flattening the Curve: Change Communications for Real People

Organisational change threatens uncertainty and loss of control. The solution? Effective Change Communications through Flattening the Curve.

FLATTENING THE

CHANGE COMMUNICATIONS FOR REAL PEOPLE

Engaging People through Change

Organisational change threatens uncertainty and loss of control. It may be for the greater good, but individuals worry. Change conjures up the spectres of lost comfort zones and unemployment. Unless real people engage positively with the process, there’s a risk that employees perceive change as loss, rather than gain and the opportunity it can bring. The solution? Effective Change Communications through Flattening the Curve TM Welcome

Passionate about people Adam Fergie is a Change Communications specialist. He understands in detail how organisational change creates fear, uncertainty and doubt (FUD). He knows that sensitively planned and delivered change communications will not only reduce the FUD, but also empower individuals and strengthen your business. Watch this video to find out more.

FLATTENING THE

CHANGE COMMUNICATIONS FOR REAL PEOPLE

The Importance of Messaging Have you heard what I’ve said… It’s raining on Saturday

We all hear messages in very different ways. You say the same thing to different people, and they take it in very different ways, depending on their viewpoint and the impact it has on them as an individual. Watch this video to understand how different people hear different things from the same message.

Silence is deafening Change is a sensitive subject in any organisation. So sensitive in fact, that it’s often kept secret. While there are good reasons to avoid creating anxiety as plans develop, successful change relies on sharing as much information as possible, as widely as possible, and as often as possible. If the maximum number of stakeholders are to engage with change, really effective communications, underpinned by a clear and reasoned strategy, is essential. Lack of information leads to rumour, so frequent messaging is fundamentally important. No one likes being left in the dark; regular communications is key – keep that ‘drumbeat’ going.

30 % of employees believe management has a hidden agenda for proposed changes…

x2 Employees experiencing change are twice as likely to report work stress…

70 % of employees are actively disengaged…

Flattening the Curve ™ Change Communications are critical to ensure that your most valuable asset – your people – are onboard, supported and informed to help you become a powerful force for success.

DENIAL

ANGER

ACCEPTANCE

BARGAINING

DEPRESSION

FLATTENING THE

CHANGE COMMUNICATIONS FOR REAL PEOPLE

Effective Change Communications Manage change with minimal disruption, limiting negative impact and Flattening the Curve ™ , and

encumber productivity. And the depth of this experience will directly impact on the success of the changes, and the direction of your business. While some relish the opportunities brought by change, it makes many people anxious. Consequently, it is hard to completely avoid the emotional dip seen in a change curve; so, it becomes essential to control the depth of the downswing. By limiting negative impact to a shallow curve, good Change Communications makes change management easier and more effective. This is the essence of Flattening the Curve ™ . With a tailor-made end- to-end communications strategy, this proven approach creates the environment where change really does become a powerful force for future success.

control the emotional dip and accelerate to future success.

All too often, change creates uncertainty. Many businesses tackle this with a clear plan, a timetable and rigid implementation. Senior and middle managers become enforcers. The machine moves inexorably forward. Clarity is king, so surely making everything super- clear solves the problem? In theory, perhaps. In reality, such a mechanistic approach usually forgets something – change involves human beings. Unless people are engaged in the process, even those not directly affected will become anxious. Individuals who really have lost out may become depressed. You risk your workforce losing motivation; many will experience an emotional dip that is likely to

Integral to understanding good Change Communications is recognising how it is different to change management. Notably, Change Communications shifts the emphasis from monologue to dialogue; by creating a more open mindset, it more than explains the change, it creates the change. Flattening the Curve ™ offers end-to-end solutions for your Change Communications needs by engaging and energising your people through change. Change Communications Services

Employees need to hear that everything they just went through was for a good reason.

The Flattening the Curve ™ Solution

IR35

ABLE TO PROVIDE SERVICES IN LINE WITH IR35 REGULATIONS

Consultancy A dedicated consultancy service to create and implement an end-to-end change communications strategy, leading your business through the process of change, bringing your employees and stakeholders with you. Coaching 1:1 (ONLINE OR FACE TO FACE) Coaching for an identified individual within your organisation; to equip them to lead change communications on a particular project or as part of continuous professional development. Group Coaching (ONLINE OR FACE TO FACE) A valuable resource for large organisations, where it is essential that change is communicated in a consistent way across multiple operations – key individuals and groups (e.g. comms teams, HR leaders, transformation drivers) are empowered to create the change.

LET’S TALK

+44 (0) 7786 560624 info@flatteningthecurve.co.uk

FLATTENING THE

CHANGE COMMUNICATIONS FOR REAL PEOPLE

Thinking your way through change

We all know that communications is important – and we know how often it can break down. Discover more current thinking on Change Communications in this White Paper , ‘ The Realities behind Change Communication’

READ WHITE PAPER

The sharp end of change When change is first announced, employees often react with shock or denial. But as reality sinks in they need to know what’s going on. They need information. And you need to be ready before they are. You’ll need information about: • what the change entails • what the goals of the change are • how they and their teams will or may be impacted • the timeframe for change • where to go to get help Follow our blog to explore key elements of communicating change.

FLATTENING THE

CHANGE COMMUNICATIONS FOR REAL PEOPLE

The Flattening the Curve ™ Blog

JANUARY 15, 2021 Adapting to Change: Are you a Tree or a Sail? Well, wasn’t that one hell of a year? Cast your minds back to New Years Day 2020 – Who could have…

MAY 18, 2020 Times – they are a Changing 2,500 years ago, that wise Greek philosopher Heraclitus said – ‘The Only Thing That Is Constant Is Change’…

JANUARY 12, 2017 “Calling out around the world – are you ready for a brand new beat?” Engaging your global audience Well it’s been three months now since I bid a farewell to… READ MORE

OCTOBER 12, 2016 Farewell to SABMiller –

preparing our people for change This weekend saw the completion of the 3rd largest corporate acquisition in global history,…

Case Studies To find out more about some of the excellent customers we have worked with and the solutions we have provided, please click on images below to request our case studies.

SAB Miller SABMiller Maintaining engagement through 3rd largest acquisition in history…

Southwark Council Changing behaviours in London Borough ICT services…

REQUEST CASE STUDY

SAB Miller Diageo Taking stakeholders on the Transformation journey…

Global Facilities Services Company Engaging stakeholders across multiple transitions…

REQUEST CASE STUDY

FLATTENING THE

CHANGE COMMUNICATIONS FOR REAL PEOPLE

Testimonials

JANELLE OROZCO Chief Procurement Officer

HEMA CHHANIYARA Senior Marketing Manager

Adam was able to join my organisation and quickly dive in to add value. He quickly understands the business needs and comes up with strategic and tactical ideas to meet them. He brings experience, curiosity and best practice. He is highly organized with a keen attention to detail and always does what he says he will do. Adam was the third communications strategist that we worked with on our transformation and by far the best one.

JEFF VANDER LINDEN Head of Organisational Development, Global Procurement

JON RAPP Transformation Managing Director, Global Facilities Services Company

Adam is a solid comms-for-change professional, listens and senses well, understands what motivates people and drives motivational and transparent comms to bring credibility to leadership comms events. Adam drove development of comms strategy, plans and calendars and on-time, high- impact realisation of them in practice. I appreciated his right-to-left thinking and planning and his dedication to keeping to milestones and deadlines.

Adam was a key part of my extended team, supporting the communications and change management for the transition of new real-estate outsourcing contracts. I believe he has the key skills for supporting change management as well as an ability to understand and communicate to mitigate employee resistance. He is also able to help employees see which direction they’re moving in and demonstrates other soft skills like an ability to influence others, problem-solving and working as part of a team.

MARK COMPTON-JAMES Head of IT and Digital Services

ADAM SMITH Corporate Director Facility Management

Adam joined our change and transformation team to help us engage our key stakeholders in preparation for significant change within our ICT function. On a specific date, we were taking our ICT maintenance services back in-house to a shared service arrangement, and moving all interaction from telephone and email, to online only – a significant behavioural change for Southwark Council. Adam quickly identified the key change communications challenges and designed a plan to ensure maximum engagement of our 4,500 users. His understanding of the need for bespoke messaging and the impact on individual groups, helped ensure everyone was prepared for ‘Day-1’ which saw minimal disruption to the Council’s business.

Adam was part of a global outsourcing of Facility Management for Tetra Pak. At the time this was a new area for us and we were generally blind in how to move forward. From the very first meeting we felt we were in safe hands, with Adam walking us through the process and offering advice above and beyond his primary scope to help us to manage our own internal aspects too. He delivered on his promises and was always available for additional support as required. On the softer side, his passion and down to earth approach was refreshing in a world of consultants that over complicate and over promise.

Let’s talk

To discuss how Flattening the Curve ™ can help you transition through change, please call or email us today.

+44 (0) 7786 560624 info@flatteningthecurve.co.uk

FLATTENING THE

CHANGE COMMUNICATIONS FOR REAL PEOPLE

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