For employees, understanding organisational change can sometimes be like completing a self assembly project with no clear instructions or picture of the finished product. Internal communicators need to explain change themes not projects, use time travel to help leaders mind their language, and become great storytellers to enable employees to avoid the flat packed confusion.
When faced with extreme change and uncertainty it’s tempting to batten down the hatches, communicate as little as possible and hope that the perfect storm blows over. Unfortunately, saying nothing is rarely an option during times of change and to fail to plan a communications response is a plan to fail outright. The big question is, how do you plan to communicate when there is so much uncertainty and so many unknowns?