You're facing resistance to communication strategy changes. How will you break through and gain team buy-in?

Don’t forget that each one has a different point of view and an unique perspective. Sometimes you think the message it’s good and clear, until someone raises their hand exposing their doubts and contradictions… OPEN YOUR MIND and LISTEN ????

I think the best way to start is with Active Listening: Encourage feedback and actively listen to concerns. Understanding the root of resistance allows for addressing specific issues and shows that their input is valued. This way you can understand their perspective and feelings towards their resistance. You can initiate open dialogues with team members, creating a safe space for them to express their thoughts and reservations. This can be achieved through one-on-one meetings, anonymous surveys, or team discussions. Understanding these concerns allows me to tailor my approach, provide necessary clarifications, and offer reassurances that address the root of their resistance.

Todos los cambios generan resistencias, pero mantenernos rígidos en nuestra postura no ayudará a que el equipo colabore en nuestra estrategia comunicativa. Hay que estar abierto a escuchar cuáles son las preocupaciones de nuestros colaboradores e intentar fomentar un trabajo equipo que las resuelvan sin apartarnos de la esencia de nuestra estrategia. Debemos partir de la base de que nuestros colaboradores son buenos profesionales en la materia y debemos demostrarles nuestra confianza en su buen criterio. Este gesto acaba por limar esas resistencias y, de paso, nos puede ayudar a mejorar aspectos que por nosotros mismos no habíamos contemplado.

It needs to be a thoughtful approach & here would be my strategy – 1. Acknowledgement of resistance 2. Actively listen and understand the resistance 3. Articulate the reason behind communication change, as in the ‘why’ 4. Address the concerns and cocreate solutions 5. Allow the team some support & provide necessary resources 6. Ask if the team needs any more support & align accordingly

It would be great to pilot a project which is in line with the new strategy. You could then demonstrate value and success. Nothing succeeds like success!

To break through resistance to communication strategy changes, focus on educating your team on the benefits of the new approach. Highlight how the changes will improve efficiency, reach, or engagement, and involve team members in the implementation process to foster ownership and buy-in.

?Una comunicación más clara, efectiva y estratégica! Nuestra nueva estrategia de comunicación se enfoca en: - Fortalecer la conexión con nuestros públicos: Mediante mensajes claros y relevantes, adaptados a cada audiencia. - Potenciar la transparencia y la confianza: A través de una comunicación honesta y accesible. - Impulsar la colaboración interna: Fomentando la comunicación fluida y eficiente entre equipos. Con esta estrategia, mejoramos la comunicación interna y externa, lo que se traduce en mayor eficiencia, engagement y resultados positivos.

Além de destacar os benefícios individuais, é fundamental ilustrar como a nova estratégia se alinha aos objetivos e valores da equipe. Mostrar de forma prática como a mudan?a contribuirá para a realiza??o de metas comuns pode gerar um senso de propósito e motiva??o. Compartilhar casos de sucesso ou benchmarks de como outras equipes ou empresas obtiveram sucesso com estratégias semelhantes também pode servir como prova concreta dos benefícios esperados. A combina??o de benefícios pessoais e evidências de sucesso pode criar uma argumenta??o convincente para a ades?o à nova estratégia.

Articular claramente los beneficios de la nueva estrategia, especialmente cómo mejorará la vida laboral diaria del equipo, es crucial para generar entusiasmo y aceptación. Al conectar los cambios con mejoras tangibles en la colaboración y el éxito de la organización, se crea un sentido de propósito compartido y se motiva al equipo a adoptar la nueva estrategia. "Los cambios son más fáciles de aceptar cuando se entienden sus beneficios."

Ensure you have gathered input and thoughts from the whole team – introverts included. Quiet or shy ones included. People who may have communication or language barriers are also included. You never know where a good idea might come from, and you don’t want to miss out if you’re not facilitating properly and allowing everybody to contribute.

Make everyone a part of the change. Solicit feedback, views, perspective and engage them as co-owners of this evolution. Also, make them own workshops and group discussions where concerns around the proposed change are discussed. Empower the team to be drivers of change rather than barriers to change.

Create advocates and ambassadors of change. Choose those who are more likely to embrace change and work with them to engage others. Be firm about change happening, and find ways to make them interested.

Beyond the team engagement, have deeper one on one sessions with individual team members. You'll get better concerns, insights, fears and better uptake.

The taboo here but it’s what a lot of strategists know. Sometimes you’ve got to change the team. It’s about being onboard with a direction the company needs to take and you will find situations where there is no longer a team fit anymore. Sometimes the people are the obstacle for a variety of reasons. So there should be another section about team fit.

Find your champion(s). There will always be resisters but you will also find supporters. Acknowledge, celebrate and involve those supporters who will help advocate for change, and importantly will be early adopters of whatever you need them to do. Part of fear of change comes from not knowing what that change looks like. It's way easier to show, not tell, and the more people you have to do that the better.

Para que el equipo de comunicaciones adopte con entusiasmo la nueva estrategia, es clave: Involucrarlos en la creación: Que participen en el dise?o, no solo en la ejecución. Comunicar con claridad: Explicar los objetivos, beneficios y las herramientas de forma concisa. Demostrar confianza: Delegar responsabilidades, brindar feedback constructivo y reconocer sus logros. Fomentar la colaboración: Crear un ambiente de trabajo en equipo, donde se compartan ideas y experiencias. Ser transparente: Comunicar abiertamente los cambios, los desafíos y las oportunidades. Al construir una estrategia de comunicación inclusiva y transparente, se fomenta la confianza y se genera una mayor cohesión en el equipo.

There is always an immunity towards unseen things, be it communication strategy change. Everyone think on their own way but when it comes to communication it should always be in the form of how it can be understood by the target audience. Most of the time when communication strategy's is diluted at stakeholders level, the reason may be - 1. The strategy was created based one 1st person's point of view. Which do not serves the purpose of second person. 2. It is not complete or poorly articulated. To resolve the issue, one must well research about what words you are communicating for your purpose and what is being understood by your words by the third person. When you find the purpose is Being communicated exactly as u understand it.

To inspire confidence in the new strategy, you need to lead by example. Demonstrate your commitment to the changes by being the first to adopt new practices and tools. Your enthusiasm and dedication will be contagious; when your team sees you navigating the new strategy with positivity and confidence, they'll be encouraged to follow suit. Your actions set the tone for the entire team's approach to change.

I rely on case studies. Stories stick. Because I fully believe that advertising works, I showcase winning examples of success. When a pitch has failed, dissecting the parts and understanding the key components that contributed to the missed message form the basis for what to avoid in the future. Mentoring a team of professionals who aren’t natural communicators requires a clear linear logic to solutions. Stories with beginning, middle, and end almost always help people see the solution AND develop a new winning direction.

Para empoderar a tu equipo con conocimiento en la nueva estrategia de comunicación, ?es clave la transparencia y el acceso a información! Comunica con claridad: Explica la estrategia de forma concisa, los objetivos y cómo se traduce en sus roles. Formación continua: Implementa programas de capacitación para que dominen las herramientas y canales de comunicación. Acceso a datos: Brinda acceso a métricas, análisis y resultados para que puedan tomar decisiones informadas. Fomenta la colaboración: Crea un espacio donde puedan compartir ideas, feedback y aprender unos de otros. Recuerda, un equipo bien informado es un equipo más comprometido y efectivo.

Any change will also require upskilling and reskilling the teams involved or impacted in the process. As part of the change management process, it's important to understand the current gaps in the team and bring in the requisite training skills required to implement the project successfully.

first and foremost team should be made to understand why the strategy needs to be changed. Reasons could be due to research findings which recommends new solutions, there by necessitating new strategy than usual. Team will be more than willing to change, if everyone is involved from the beginning of research up until implementation and review stage of the strategy.

Now, a new challenge comes through: Training for the team. To ensure successful adoption for the new strategy process, we provided comprehensive training with different actions. We offered workshops, tutorials, and 1on1 training that cater to different learning styles. Make sure the training addresses specific concerns and equips team members with the necessary skills and knowledge. Ongoing support and refresher sessions help reinforce learning and build confidence. Accessible and thorough training ensures everyone is prepared and comfortable with the changes.

Key lessons for effective new comms strategy deployment: 1. Simplify and Direct Messaging: ensure communication is clear and straightforward, focusing on the main objectives and high-level milestones. This helps avoid miscommunications and keeps the team aligned. 2. Utilize Visuals and Updates: use visuals like strategy maps and infographics to make complex information more digestible. And provide frequent updates and opportunities for feedback to keep everyone engaged and informed about the strategy's progress. 3. Active Involvement: involve managers early in the communication process to refine the message. Regular, two-way conversations about the strategy's importance, progress, and individual roles are key for ensuring clarity.

Based on my experience, I can offer insights into effectively monitoring progress when implementing a new communication strategy: -Set Clear Metrics: Define measurable objectives to track success. -Regular Check-Ins: Schedule frequent meetings to review progress, discuss challenges, and celebrate successes. -Feedback Channels: Establish open channels for team feedback. -Data Analysis: Use tools and data to analyze communication patterns and identify improvement areas. -Celebrate Milestones: Recognize and celebrate both small and significant achievements to keep the team motivated. -Adapt and Improve: Be flexible and make adjustments based on feedback and performance data for continuous improvement.

Celebrar e, eventualmente, destacar colaboradores mais engajados e comprometidos, sempre com o objetivo de fomentar o interesse nos demais (com muito cuidado para n?o gerar competitividade no time).

Compartilhar resultados e, sobretudo, nomear envolvidos e conquistas é fundamental. A conquista é do líder? Também. Mas nenhum trabalho se faz sozinho, assim, o reconhecimento demonstra estima e faz com que as pessoas se dediquem ainda mais.

Para mim é fundamental compreender a vulnerabilidade do ser humano, n?o há mudan?a se n?o existe interesse genuíno das pessoas que dedicam tempo de vida embora seja uma troca por salário o capital mais importante é a vida e a saúde. Sai de empresas por n?o ser ouvido, ignorado e onde minhas competências estavam sendo negligenciadas. para ser estratégico precisamos ouvir os silêncios da comunica??o, e enfrentar a realidade naquele momento.

And for the final step: Once the new communication strategy is in place, it's essential to monitor progress regularly. Set clear milestones and metrics to track implementation and gather feedback. Conduct periodic check-ins and surveys to assess how the team is adapting. Address any issues promptly and make necessary adjustments. Celebrating small wins and showing continuous improvement keeps the team motivated and committed to the new strategy.