Below are a selection of articles on transformational leadership

3 Key differences between internal and change communication: If I were to pinpoint the key difference between internal communication and change communication it is that the first informs the latter engages employees.  Often I talk about the need to embrace face to face dialogue for communicating change, but it is important to understand that this is more than just team briefings or CEO forums.  What I am talking about is the developing a fully thought out activity being very clear about action outcomes and measured by business results.  Because it is about doing something as a result of the face to face engagement not about telling employees about a change.  And most importantly build into the process how leaders will drive and own the change communication activity.  Here are some examples: Read more


Change Communication and Stakeholder Analysis When developing a change communication strategy there is nothing more important that analysing stakeholders.  You need to understand them, segment them into key groups or individuals understanding the level of interest or impact that a change will potentially have on them.This is because rarely does a “one size fits all” approach work when it comes to change communication.  Who communicates with each stakeholder segment, how we communicate, what we communicate, the frequency and level of detail are all important.  Read more

Change Communication: Strategies that produce exceptional results I don’t like templates for change communication plans.  Why?  Because no two organisational cultures are the same and you cannot just lift one approach from one organisation to another and assume it will produce the same results. Also speaking of results I am not interested in results such as awards for well designed intranet sites, number of visitors to portals, the number of people that turned up to a CEO presentation or later said it was good or the worse I have seen, asking staff to recall what the key points were in a presentation. And the reason why is that none of the above can directly be linked to bringing about results in terms of business outcomes, all they will ever do is measure the quality of your information strategies not your communication strategies and the difference is huge. Read more

Change Management: 5 Tips for Implementing Change The best approach to implementing change is identifying your unique approach for each particular situation.  Even within organizations it is risky to have a one size fits all approach yet many organizations aim to have one methodology for all. Read more

Transformational Leadership  – Linking Employees with the customer experience For transformational leaders, one of the best ways to create momentum to bring strategy to life is to connect employees with the customer experience.  So practically what does this mean and how do you do it?  What this means is that you are looking for opportunities that demonstrate the connection between the work that employees do and the impact it has directly on the customer – whether that be with an internal or external customer. Read more

Change Management: How to Keep the Momentum Going Trying to keep momentum going during long periods of change implementation is one of the greatest challenges organisations face. This is especially true for major information technology system projects where significant engagement activity can take place during the design phase and the implementation phase but it is in the quiet of the build phase that momentum and engagement tends to lag. Here are some suggestions of what you can do to ensure that leaders as well as employees remain focussed on the changes ahead. Read more


Employee Communication: How to bridge the silos One of the interesting aspects I find in the work I do with clients is the amount of vertical communication that takes place rather than horizontal communication.With most topics we communicate it logically from the top – CEO down and we think that we’ve done a great job because everyone at the front line is understands how their roles connects with the organisation’s focus. And in most instances we have feedback loops to check whether the audience understands what we have communicated.

However I suggest that the real value in employee communication is the horizontal conversations that we often neglect. For more examples of what I mean by horizontal communication that demonstrates the enterprise wide story click here. This is what gives an enterprise life because the focus in how the sum of each contributes to the whole. Read more

Change Management: It’s not what you do it’s the way that you do it. As I see it there are two ways to manage change within organisations. One of those is to constantly communicate information about what is happening and to collect information to inform your change activities. The other is to engage leaders and employees in the process of change so that communication takes place rather than information Read more

Leadership Communication: How to communicate strategy. One of the balancing acts in leadership communication is how to convey the message of strategy to all levels of employees, so that it is relevant, exciting, fresh and meaningful. So the question with strategy is how do you communicate it so that it is a message that employees truly understand and feel engaged with, rather than yet another corporate communiqué with little  connection with anyone other than the leader who requested the message go out. Read more

How to influence leaders when driving strategy and change. The key ingredient for any successful change program is management and leadership commitment to the proposed strategy.  The greatest challenge therefore for change managers is to ensure that leaders stay on message and do not waiver from the challenges ahead.  Change is hard, whether you are at the frontline, or at the executive leadership level.  But the most difficult role of all to cope with change is the leader, because pressures come from leadership team members warning against the changes, there will be unrest amongst staff and questions regarding the strategy. Read more

Change Management: How To Change Employee Mindsets and Behaviours. The most common question I am asked in workshops is how to change the mindset and behaviours of employees who don’t want to come along on the journey of change.  What can an organisation do to change the way people think and behave? Read more

Are Your Leadership Communication Strategies Really Engaging Employees? The frequency at which the word “engagement” appears in any discussion about employee communication has begun to make me wonder whether we clearly understand what the term means. More importantly, do we understand what it means to CEOs and leaders when they talk about engagement? We have engagement tools, but can we really say that these tools actually engage employees in the process of change? Or are employees merely engaged with the tool itself? Read more

Employee Engagement: How Changing Process Changes Behaviour For most organizations employee engagement is not just about the majority of employees but also about leadership teams.  This is the greatest challenge, because if you have a disengaged leadership team you have no chance of engaging employees.  The reasons why are clear…..Read more

Leadership Communication: 5 Tips To Engage Employees When we think of leadership communication most organizations focus on information tools. These include intranet sites, staff magazines, CEO blog, Town Hall meetings and so on. Whilst all these communication methods are to be applauded, they inform employees about what is going on. To truly engage employees in the process of change, for instance, a merger or acquisition, a re-organization, financial results or corporate social responsibility, leadership communication methods need to be designed to actively engage employees. … Read more

Leadership Effectiveness: 5 Ways To Measure The Impact On Business Outcomes If you are involved in a leadership role then you already know that one of the most important aspects of how successful you are as a leader today is measurement of your effectiveness on business outcomes. But so much of that measurement is focused on the amount of engagement with teams rather than the quality of that engagement and the link to business outcomes…. Read more

Transformational Leadership: 3 Ways To Create Transformation In Organizations There are two distinct ways transformational leadership can engage employees; one is to inform employees about what is happening in an organization, the other is to engage employees in the process of change. In this article we are going to highlight 3 case studies that demonstrate clearly the different techniques and approaches to ensure that your transformational leadership strategies bring about transformation in your organization…. Read more

Why are Senior Managers the Blockers to Employee Engagement.. If there is one issue that is constantly raised by clients and workshop attendees it is what to do about senior managers that continue to block attempts to engage with employees in your organization. There are many steps you can take to ensure that management understand the value of employee engagement strategies and why they should be supported. Very few managers have formal training in communicating with their employees and running team meetings, maybe somewhere along the way they were taught how to communicate one on one, but to a large team, particularly communicating complex messages about change it is unlikely. Read more

Change Management and Leadership Style… Leadership style during change are so important, you might tell people what is happening, but will it change their attitude and therefore change their behaviour? In my experience which is across many sectors, industries, professional roles and all types of change programs I have to say no. And this is the problem, when a CEO and senior executive team think “change” will happen because they have hired someone to communicate the changes taking place and then when there is no impact on the business or the outcomes they were looking for they are disappointed. Read more

The Value of Employee Engagement Surveys as Part of a Change Management Strategy….One of the things that continues to surprise me is that when times are bad organizations still spend money on employee engagement surveys. A general look around the office or factory and tea room discussions would make it obvious to all that wanted to see it that employees are not so much engaged as they are worried about their jobs. This leads us to two major issues to consider during tough times, the first is how we inspire confidence and innovation in an organization that appears to be in freeze mode. The second is what you should measure as an indicator of employee engagement. Read more

Why Managers and Supervisors ARE NOT the Best Communicators During Times of Change…. Actually when you have an entire organization paralysed with fear, when there are budget cuts all around, negative media speculation, no one is secure. And the only person who really knows what is being planned is the CEO. Is it any wonder, when you give a script for managers and supervisors to communicate to staff, their teams ask what’s going to happen with our jobs, and the manager or supervisor in the spirit of trust and honesty says, “I don’t know, I don’t even know what is going happen to me.” So this is why you need to take a different approach to face to face communication during these times. Read more

Leadership and Team Dynamics -How To Cascade Messages via Managers To Teams….One of the common mistakes people make when designing a change program is assuming that if a person is a team leader, supervisor or senior manager they should naturally know how to communicate face to face with their teams. However communication skills are rarely one of the key competencies that is taught or measured by organizations. There is however a very easy way to ensure that there is structure and content that make it very easy for managers at all levels to follow. Read more

Leadership Communication and How To Engage Employees With Technology Based Change…. When you think about the millions of dollars organizations spend each year on IT programs of work, wouldn’t it be prudent knowing that employees actually understand and most importantly embrace the reason behind the changes? There is one way of ensuring that employees and their managers have got the message and truly understand the reasons for the new system implementation. And that is the means by which you communicate change. Read more

Transformational Leadership and Innovation…. Smart companies during this economic downturn are using this time to engage employees in coming up with innovative ideas to set them apart from competitors when times turn good again.