Three ways that have worked for me: 1. "Go Silent to Be Heard" Kill all channels but one. When we limit options, real needs surface. We get to master what truly matters. 2. "Fail Forward Fridays" Pick a day to embrace awkward learning moments together. Ban the old ways and experiment boldly. Watch team bonds strengthen through shared learning. 3. "Let Cubs Lead Lions" Flip the script - have digital natives guide seasoned pros. Junior staff coaching seniors creates unexpected magic. Pride steps aside, innovation thrives. The most powerful changes often feel wrong at first. But when we dare to work differently, we discover better ways to work together.

Introduction of new communication methods needs to be handled carefully. Human beings are not naturally happy with change so before introducing anything new one needs to establish if anything that already exists can be tweaked to make it 'fit for purpose'. It is worth using some elements of the old style to offer continuity, rather than starting completely from scratch. Establishing a team of advocates for a new method will help embed it faster. They will also act as a valuable feedback source. The 'old' communication methods can't be withdrawn at once; there should be a time given for the transition, so vital messages are not being lost in this period. Training and examples of how the new methods benefit the audience need to be available.

When my team transitioned to new communication methods, several strategies proved particularly effective: 1. Creating Champions: Designating early adopters or "communication champions" who guide others fosters peer learning and builds confidence. 2. Customized Training: Instead of a one-size-fits-all approach, we tailored training sessions to different team needs, helping everyone become comfortable with the tools at their own pace. 3. Feedback Loops: Establishing regular feedback cycles allowed us to spot issues early and adjust our approach as needed, ensuring tools served rather than stifled communication.

The first thing to do is to practice respectful dialogue and evaluate each aspect that represents an inconvenience for the worker. Then it is necessary to reach a consensus on what this new method represents for the better functioning of the company, if that is the case; if it is not the case, then it should be replaced by other ways of doing things that will lead to achieving the desired objective. Always, before each new method to be implemented, it is necessary to explain to the employees its objective, its benefits for them and for the company, and what they will achieve with its implementation.