Download the complete (free) guide on the same topic here: http://bit.ly/2MeXmXX Change is now business as usual at organizations. And today internal communicators need to move from ‘managing’ change to leading and enabling change. Presentation takeaways: - The essential role of internal communication during change management - The questions to ask when building a strategy - Understanding the 7 key drivers of change - How to gain insight and measurement into your campaigns - The value of sharing results with stakeholders - Change management is an approach to any project or organizational change that addresses the less visible and often emotional resistance and risks that oppose a change. We present "How Internal Communications can drive Organizational Change" - a 7 minute must-read deck for every IC professional. --- We know that every organization faces different communication challenges. Call us now if you’d like to discuss yours with one of our IC experts. Intl. +353 21 242 7277 UK 0800 904 7955 US 781 443 7600 or visit Poppulo.com

1. How Internal
Communications Can
Drive Organizational
Change
In partnership with
Andrew Blacknell

2. Change is now business-as-
usual for organizations
everywhere.
Internal Communication must move from
“managing” change to leading and enabling
change.
We asked Andrew Blacknell to discuss how
Internal Communication can drive organizational
change.

3. First things first…
What is change
management?
Hint:
It’s part of
IC’s role

4. Change management
is a strategic approach to
any type of organizational
change.
It addresses the invisible, often
emotional resistance and risks that
oppose a change.

5. Values
Beliefs
Assumptions
Fears
Resistance to change
comes from employees’…
But that’s not a
criticism. It’s
normal!

6. Change leaders thrive on
change and get bored without it.
Almost everyone else fears change—and
therefore resists it!

7. Change leaders plan for push-
back and ask:
• What resistance might we encounter in
introducing this new technology, system,
structure, or merger?
• What loss might an employee fear?
If you can identify these
issues and create dialogue
around them, you can lead
and manage the change.

8. Change management works!
Organizations with effective change and communication
practices are 3½ times as likely to significantly
outperform their peers in financial terms.
Source: Willis Towers Watson’s Change
and Communication ROI Study

9. Is change management the
responsibility of IC?
During our Poppulo webinar on
this topic, 98% of 200 respondents
said that it was!
These capabilities have often lay in
different parts of the business … even
though responsibility for them rests
with line managers.

10. How can IC drive change?
There are 7distinct drivers
1
2
3
4
5
6
7

11. Poppulo offers a tailored solution for line manager communications.
Find out more here!
Leading
IC leads by helping line managers
communicate strategy via events,
stories, and other media.
But IC can’t lead if the Board is
unclear about strategy or lacks
confidence in it.
Driver
1

12. Poppulo offers a tailored solution for line manager communications.
Find out more here!
Leading
IC should start a change project
by measuring leaders’ clarity and
confidence in the strategy.
Think you don’t have time
for this critical step?
Driver
1
Leadership’s
lack of clarity will
be magnified in the
message you send
to the rest of the
organization.
It’s hard to
recover from
that kind of
misstep!

13. Involving
Involving employees in decision-
making is a huge driver of their
engagement, and your success.
When people weigh in, they buy
in even if the final outcome is
different from their suggestion.
Driver
2
The best-in-class IC platform used by communicators is the Poppulo
Platform. Find out more here!

14. Tip: Technology makes
this involvement easier
than ever. You can
embed polling, liking, and
commenting in emails, on
intranets, and in
collaboration platforms.
The best-in-class IC platform used by communicators is the Poppulo
Platform. Find out more here!
Driver
2
Involving
IC should provide the platform
and channels for line managers to
easily involve and gather
feedback from their teams.
Make sure that any change involves
rather than tells those whose
behavior needs to change.

15. Communicating
There’s a huge difference between effective and ineffective organizations
and how they communicate change.
To be effective, you must:
• Clearly articulate what individuals need to do differently to be successful
• Understand the impact of potential changes on different employee segments—
and cater your communications accordingly
• Communicate what the change means to individual employees
Driver
3

16. Instead, raise
issues only with
the country or
group affected.
Don’t send
blanket
communications
Communicating
Be sure to communicate with
surgical accuracy.
Poppulo Technology makes it
easy to:
• Segment your audience
• Target communications
• Survey your audience
• Measure results
Driver
3

17. Driver
4
Managing the project
Careful program management is
essential to success.
• Significant transformation has a
complex, wide-ranging impact…
• Dependencies between different
functions are difficult to identify,
and new processes are difficult to
establish.

18. Driver
4
Managing the project
Program Management Offices
should be established and,
ideally, led by IC.
IC can create high-level project
plans and identify risks, decisions,
and actions
Remember, communication is often
the PMOs’ core activity

19. Driver
5
Measuring
IC must plan a measurement
strategy right from the start.
For a transformation to be
successful, we need to ask:
• What will people be doing
differently?
• What might change?
• How can we measure that?
IC must be involved right from
the start to ask these
questions and build a
measurement strategy. When
setting measurement goals,
know what you want
employees to “think, feel and
do” so you know what needs
to be measured for success.

20. Driver
5
Measuring
IC can also clarify results by
making engagement and culture
surveys visual.
The spider web circumplex,
for example, conveys culture
in one simple picture.
See how Poppulo’s reporting gives you insight into and measurement
on your change campaigns.

21. Driver
6
Learning
People learn in different ways, but
they always need the opportunity
to try something new in a safe
environment, where failure is OK.
Tip: Learners need
repetition, feedback,
and reinforcement, over
multiple weeks. Be
persistent. It takes
18 to 254 days for
people to form
a new habit!

22. Driver
6
Learning
One way IC can make learning more
visible and trackable is via Open Badges.
You can use Open Badges to:
• Recognize any kind of achievement in
any setting, across the different stages of
an individual’s career
• Build pathways toward specific learning
goals

23. Driver
7
Using the right technology
IC has an important role in securing the
right technology for communication.
• Don’t wait around until the need arises
• With a high-profile, high-risk change,
leaders want to use established, proven
technology
OMG fact:
Poppulo’s Inside IC Global
Survey found that 50% of
communicators agreed or
strongly agreed that they do
not have the right tools and
resources to do their job.

24. Driver
7
Using the right technology
Poppulo offers effective, easy-to-use platforms.
Poppulo Email: Transform your employee
communications with attractive, engaging emails
that are highly personalized, interactive, and can
be targeted to specific audiences.
Poppulo Insights: With quick and easy
measurement across all your internal digital
channels, you can understand and improve the
impact of your employee communications and
prove value to senior management.
These tools empower
communicators to
provide campaign results
to stakeholders that
prove engagement—and
prove their business
value.

25. Driver
7
Using the right technology
Poppulo offers effective, easy-to-use platforms.
Poppulo Mobile: Reach all your employees
anytime, anyplace, anywhere. With Poppulo
Mobile, connect all employees to company news,
wherever they work.
These tools empower
communicators to
provide campaign results
to stakeholders that
prove engagement—and
prove their business
value.

26. ?
?
Critical questions
communicators must
ask stakeholders

27. 4
3
2
1
Ask these questions before
starting any change project.
The answers will help you:
1. Clarify the link to the business strategy
2. Identify the behavioral and any other
changes that are desired
3. Define success
4. Identify other business units, like Learning
and HR, that can support the effort

28. These critical questions fall into 5 groups
Leadership driver
• How clear are leaders about the change? How confident?
• What are we expecting from them?
• What’s in this for leaders? What might they lose or gain?
• Who are other significant stakeholders?
Involvement driver
• How do we expect people to react? What are the risks?
• Do we have any insights?
• Could we create a sample group and test our ideas and approach with them?
Measurement driver
• How will we measure the success of the change (numerically, behavior, opportunities)?
• What different behaviors are we expecting if this is successful?
• How can we measure them?
Learning driver
• How will we develop our people to do this (new behavior)? Will we provide learning or training?
• Can all our people make this change?
• Will HR change our personal development process to support this change?
• Do we have a role profile or description of someone doing this well?
Supporting systems driver
• How will we support and reward people over the long term who support this change?
• Should this be reflected in our people plan?

29. Asking these questions makes
you more than just a
“communicator”
… you’re now a
“strategic planner”
at driving change.

30. About the author
Andrew Blacknell is an independent consultant and author of the
Leaders’ Journal. Andy’s passion is engaging people at work.
His clients include Willis Towers Watson, an investment bank, an
NHS trust and the Church of England.
Up until 2012, he led the UK Communication & Change
Management practice at Willis Towers Watson in Atlanta and then
London, having previously worked for Woolworths and Deloitte.

31. Contact us today
Poppulo Mobile
Reach all your employees anytime, anyplace, anywhere. With Poppulo Mobile connect all employees to
company news, wherever they work.
Poppulo Email
Transform your employee communications with attractive, engaging emails that are highly personalized,
interactive, and can be targeted to specific audiences.
Poppulo Insights
With quick and easy measurement across all your internal digital channels, you can understand and
improve the impact of your employee communications and prove value to senior management.
Poppulo Platform
Poppulo is the complete one-stop
solution for engaging employee
communications. To solve the
challenges of the rapidly changing
workplace, we’ve created a multi-
channel solution on one powerful
platform. Interactive and targeted
email, instant mobile app connection,
video, social and intranet. Plus, of
course, the smartest performance
insights in the business.
Poppulo is the global leader in employee communications
software. We work with many of the world’s most successful
corporations.

32. Want to learn
more?
Download the Guide
How internal communication can
drive organizational change