Introduction
One of the major reasons change programmes fail to deliver the expected results is poor communication. Without sufficient information, employees tend to build their own incomplete, or incorrect, perspectives.

Implementing a clear and simple communication strategy allows the organisation and employees to maintain feelings of control and prevents negative attitudes from developing.

Typical Objectives:

	Defining key messages and communication processes
	Establishing tangible standards that become agreed operating principles for communication within the manager population
	Having structure and discipline - every manager designs and implements their own Communication Calendar for the year
	Raising awareness of the impact of your influence upon others
	Increasing your visibility and presence - using the personal touch to motivate and inspire
	Keeping people informed and completing the feedback loop

Sample Programme
Knowledge is now a key part of an organisation’s capital. The challenge is to get the right knowledge to the appropriate individuals on time. Equally important is the need to keep project teams abreast of any changes generated by business strategy, in a way that makes sense to each team.

Outline

	Welcome and introduction
	Recognising that mutual respect needs consistent two-way communication to maintain
	Clearly understanding the organisation’s expectations/ measures, and taking personal responsibility for achieving an improvement in communication
	Focusing upon cross-team communications to encourage fertilization of ideas
	Planning a Communication Calendar, including items such as: Departmental Meetings, Team Briefs and One to One’s
	Taking a fresh look at your habitual methods of influence. How do you know whether your message has been accepted and understood?
	How to deliver both good and bad news
	Action planning

Activities to consider:

	Effective Communication
	Giving & Receiving Feedback
	Influencing Skills
	Public Speaking Skills

Satisfaction
Rating
2007

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