Comunicación conflictiva suele ser el resultado de objetivos mal definidos. Todo equipo, proyecto, y empleado dentro de una organización debe tener muy claro el porqué de su trabajo. Y este porqué debería salir siempre de la cabeza de la organización o del equipo. Lastimosamente, no todos en una misma organización tienen los mismos objetivos, y entra en juego la política corporativa. Si eres líder de una organización o equipo, es tu responsabilidad definir el porqué de tu empresa. Si lideras un equipo, cada persona debajo tuyo debe entender su propósito. Nuestro trabajo como líderes es alinear nuestro propósito y el de quienes nos rodean, con aquellos de la organización.

To resolve conflicting messaging, it's crucial to establish a clear, unified communication strategy from the top down. First, align leadership on key messages, ensuring everyone is on the same page. Next, create a centralized resource, such as a messaging guide, that outlines tone, language, and core values. Regular training and cross-departmental meetings help reinforce consistency. Finally, designate communication leads within each team to ensure alignment and address any discrepancies quickly. Clear, consistent messaging builds trust internally and externally!

To ensure consistent messaging, start by aligning all communications with your organization’s core mission and values—this becomes the foundation for everything you say. Create clear messaging guidelines that everyone can follow, covering tone, key points, and channels. Regular collaboration between teams is key; misalignment often happens when teams work in silos, so keep everyone connected with shared updates and meetings. Assign a communications lead to oversee and review messages for consistency. Also, listen to feedback from both internal teams and your audience—this helps you adjust and refine your approach. Consistency builds trust, so investing time and effort into alignment pays off.

Ensuring consistency in strategic communications is like orchestrating a symphony—every instrument (or department) needs to play the same tune. Start by defining a clear brand voice and messaging framework that outlines your "what, why, and how." Share it like a sacred text with all teams, ensuring everyone from marketing to HR sings from the same hymn sheet. Appoint a “consistency czar” (or team) to vet outgoing communications, catching any rogue notes. Use regular training sessions to refresh alignment and embrace tools like style guides and automated templates. Finally, measure impact and tweak where necessary. The result? A harmonious message that’s loud, clear, and impossible to misinterpret.

One thing I have found helpful is to ask questions. Ask the different teams in charge of the touch points for the company how they perceive the company so you know what they are communicating. If any team isn’t in line with the messaging of the company, set up a refresher call to get everyone in line with the messaging of the company.