What do you do if your communication as a leader is not consistent with the change message?

By addressing discrepancies promptly and implementing these strategies, you can ensure that leadership communication aligns with the change message, leading to better understanding, engagement, and successful change implementation: ? Evaluate: Assess the extent of misalignment between leadership communication and the change message, ? Clarify Objectives: Ensure clarity on the change objectives, vision, and desired outcomes. ? Communication Audit ? Leadership Alignment ? Consistent Messaging ? Transparency: Address discrepancies openly and provide context to stakeholders to build trust and credibility. ? Feedback Loop: Use feedback to make necessary adjustments and improvements. ? Collaboration

Addressing discrepancies between leadership communication and the change message is crucial. Own up to any misalignment openly, fostering a culture of accountability. Recently, in our rebranding effort, I recognized inconsistencies in my messaging about our company's values. By admitting the lapse and engaging in dialogue, we realigned our communication strategy, ensuring everyone was on the same page regarding our brand identity and objectives.

Recognize the disparity between your leadership communication and the change message. Reflect on your actions and directives, ensuring they resonate with the change goals. In my experience, during a restructuring phase, I realigned my decisions with the message of fostering collaboration by restructuring team meetings to encourage open dialogue. Consistent actions reinforce the credibility of the change message and inspire confidence in its execution.

Start with the acceptance of shortcomings. Then, realign strategies through gap analysis. Finally, enforce the actionable items.

Aligning communication with the change message is pivotal for leadership credibility. Consistent repetition across various channels embeds the vision deeply. In my leadership journey, during a merger transition, I ensured every town hall, email, and team meeting echoed our unified direction, fostering clarity and trust. Anchoring messages in real-life scenarios amplifies understanding, propelling teams towards collective success.

Aligning communication with the change message is vital for leadership credibility. I address inconsistencies by fostering open dialogue with my team, inviting their input and concerns. Recently, during our transition to remote work, I initiated regular feedback sessions to ensure everyone felt heard and understood. This collaborative approach not only enhances communication coherence but also strengthens team cohesion amidst change.

Aligning communication with the change message is pivotal. Regular check-ins allow for real-time evaluation of team understanding and buy-in. In my experience leading a shift to remote work, I scheduled weekly virtual meetings to gauge staff sentiment and address any misconceptions promptly. This proactive approach ensured that my communication consistently echoed the goals and vision of the transition.

So, I once reported up in how I’d conveyed a message about a big organizational change in strategy. The reaction was something like “if the top boss hears you say that, it won’t go well for you.” I disagreed. Not with the potential reaction. But with how we were going about the message. I needed to soften my approach but we, as an organization, hadn’t considered how some of the message would be received by some. So, I formalized it and presented to the top - framing it as a method that would be more effective for some audiences without changing the objectives. It was a risk but I did want the thing to succeed. So sometimes a problem is mismatch can become a solution in reframing. Sometimes.

In this situation, where your communication as a leader clashes with the overall change message,my priority as a change manager is to bridge the gap. Here's what I'd do: Identify the Discrepancy: Organise a collaborative discussion to understand underlying reasons for the inconsistency. Refine the Messaging:Devlop a clear and cohesive change message that addresses confusion. Transparency:Acknowledge any miscommunication and provide a transparent explanation of the change goals and their benefits. Facilitate Open Dialogue:Create a safe space for employees to ask questions and voice concerns directly. Unified Communication :Align your communication with the overall change message. This builds trust and ensures everyone is on the same page.