- Plan more time than required to prepare the content, the delivery, and the necessary follow-up - Equip all levels of management to explain the context - Conduct regular meetings to share the updates - Self design a channel for queries & updates regarding the alterations (sift) - Motivating & encouraging members to actively participate in sharing their Pov, concerns & suggestions

Para mantener a tu equipo informado y comprometido durante un cambio organizativo, comunica de manera clara y frecuente. Comparte la visión y los beneficios del cambio, y escucha sus inquietudes. ?La transparencia y la empatía son tus mejores aliados! Además, involucra a tu equipo en el proceso, pidiendo su feedback y ajustando según sea necesario. Reconoce sus esfuerzos y celebra los peque?os logros. Con un enfoque colaborativo y positivo, tu equipo se sentirá valorado y motivado. ?Juntos, superarán cualquier desafío! ??

Overwhelming your team with constant updates can lead to confusion and fatigue. Instead, focus on delivering concise, actionable information that’s relevant to each stage of the transition. Apple succeeded with this approach during Steve Jobs' return by distilling complex plans into simple, inspiring messages that everyone understood. Keep it clear, keep it impactful, and ensure that every word counts.

In my opinion, while regular update meetings are helpful, they are not enough to ensure full engagement during organizational changes. Over-relying on formal meetings can create distance between leadership and team members. I believe in embedding transparency into daily communication channels, where feedback is continuous rather than occasional. What I agree with is creating open spaces for dialogue, allowing concerns to be voiced in real time. This approach fosters trust and ensures that no one feels left out of the transition process, which helps maintain morale.

1) Transparent Communication Be upfront about the changes. Regular updates build trust and prevent rumors from derailing the process. Let your team know what’s changing and why. 2) Involve Key Players Early Identify influencers within your organization and bring them into the discussion early. Their support can smooth the transition and ensure wider buy-in. 3) Support and Training Provide necessary resources, training, or coaching to help your team adapt to new roles or processes. Empower them to succeed in the new structure. Engagement thrives when employees feel informed, supported, and aligned with the direction of change. #BusinessStrategy #OrganizationalChange #Leadership #TeamEngagement #ChangeManagement