corporate internal communication using virtual reality

Webinar: Virtual reality adding value in internal communication

corporate internal communication using virtual reality

Webinar: How virtual reality can add value to internal communication

And why you too should consider introducing it into your organization

New technologies are making their way into our private and work lives. Virtual reality (VR) is no longer the realm of gamers and technology geeks alone. Instead, we see more and more marketing, communication, and education employing VR and augmented reality (AR).

With this evolution of VR, we see a new, innovative and engaging communication channel emerging – but what can it do, when, and what should you use it for, and how expensive and difficult is it really? What about the ROI – is it worth it all?

In this 45-minute webinar, Michael Neidhöfer and Andreas Ringsted will discuss these themes and answer any questions you may have about VR in internal communications.

Time: Thursday 12th December 2019, 16:00 CET (GMT+1)

You can expect insights into the value VR can provide, where it is best applied, what the technology doesn’t bend to, and how to evaluate (and influence) your organization’s readiness for adopting new channels and methods – such as VR.

You can join the complimentary webinar by clicking the link below:

Webinar registration

Speakers

Michael Neidhöfer

The CEO of ZREALITY GmbH, the provider of world’s first marketing platform for XR apps and content, Michael is a serial entrepreneur who has successfully build several companies in his past, such as Netbiscuits, one of the largest mobile application platforms worldwide. Michael’s key expertise is building hyperscaling B2B SaaS/Cloud platforms and digital business models. Michael also supports several technology start-ups as a Business Angel and Advisor. He has been nominated 3 times as “Entrepreneur of the Year” in Germany.

Andreas Ringsted

The Head of Digital Experiences at Open, The Copenhagen based Internal Communications agency, Andreas has worked for +15 years creating engaging communication and experiences in external and internal communications, developing campaigns and initiatives for a long list of clients like the United Nations, the European Union, Pandora, Carlsberg, Georg Jensen, and Microsoft. Always at the forefront of technology and looking for innovative solutions, Andreas advises clients on digital solutions, across organizational levels and functions.

Facilitator

Kristina Malther

The Managing Director of Open CPT, Open’s subsidiary in South Africa, and co-founder of Open, Kristina is an expert in internal- and change communication. She has complemented her master’s degree in Communication and Psychology with training in project management, systemic leadership, MBTI/typology, coaching and facilitation. Kristina has more than 15 years’ experience as a consultant, advisor and leader.

Michael and Andreas will discuss the topic for roughly 30 minutes, with Kristina opening the arena for questions and comments both during and after.

Open is the leading internal communication agency

We combine strategic and creative communication to get everyone engaged in reaching corporate goals. We work closely with our clients to understand their needs and corporate culture, and we put their employees at the centre of everything we do.


webinar internal communication

Webinar: The strategic role of internal communication

webinar internal communication

Webinar: The strategic role of internal communication: How IC will continue to make an impact

Internal communication as a discipline has been moving from the role of a distributor of information and an engager of employees to a more strategic business function. What are the challenges in this move, and how to act on them? Mike Klein and Kasper Steensen will discuss this topic from their respective points of view in this 45-minute webinar.

You can expect insights into what the alignment gap is and how it stands in your way; where engagement, the hot topic of the past years, fits in the picture; what we mean by reducing noise; and how being human can help you gain the trust of your audience.

You can join the complimentary webinar here: https://attendee.gotowebinar.com/register/1751079319179007757

Time:  Tuesday 18th June 2019, 10AM CEST (GMT+2)

Speakers

Mike Klein

One of the most visible voices and writers in the world of Internal Communication, Mike Klein is a Netherlands-based IC consultant with more than twenty years of experience. Mike has worked with major corporates including Maersk Oil, Cargill, Shell, Avery Dennison, easyJet, and Barclays, and has a strong focus on internal influence and qualitative research. An MBA graduate of London Business School, Mike is EMENA Regional Chair of the International Association of Business Communicators and principal of Changing the Terms.

Kasper Steensen

The CSO, partner and co-founder of Open, a Copenhagen based employee communications agency, Kasper has over 15 years of experience in working with internal communications, both as a field and in practice. He knows the ins and outs of the art, has advised large, global organizations such as Carlsberg, Novo Nordisk, Maersk, and Pandora, and has his finger on the pulse of what is moving in the field. He is a multi-artist when it comes to combining a strategic mindset with creative execution.

Facilitator

Kristina Malther

The Managing Director of Open CPT, Open’s subsidiary in South Africa, and co-founder of Open, Kristina is an expert in internal and change communication. She has complemented her Master’s degree in Communication and Psychology with training in project management, systemic leadership, mbti/typology, coaching and facilitation. Kristina has more than 15 years’ experience as a consultant, advisor and leader.

Mike and Kasper will discuss the topic for roughly 30 minutes, with Kristina opening the arena for questions and comments both during and after.

 

Open CPT is an internal communication agency

We develop innovative ways of communicating with employees, leaders and stakeholders to drive engagement and create sustainable change. Open CPT is a subsidiary of leading European employee communication agency, Open, and rooted in Open’s principles of creativity, involvement and simplicity. Drawing on a decade of experience from working with some of Europe’s largest corporations, we offer fresh as well as tried-and-tested approaches.


Reaching non-office colleagues; employee engagement

How do you reach non-office colleagues?

Reaching non-office colleagues; employee engagement

By Kristina Malther, Managing Director, Open CPT (April 2019).

What motivates office and non-office colleagues?

Why do people go to work? What makes them happy? Why do they stay? These are questions that we ask ourselves as internal communicators.

And we sometimes assume that there is a difference between our office and non-office colleagues.

But, we’re wrong if we think that the pay check is all that matters once you get out of the headquarter. Based on both the latest research and our experience from working with non-office workers across the globe, production workers also care whether they work for a successful company; technicians, who are always on the road, also want to feel part of a team; and the cashier in the supermarket also wants to know about the company values.

But for a lot of large organisations, reaching non-office colleagues – be that in production, frontline or mobile employees – is still a major challenge.

Infrastructure is a challenge

Reaching our colleagues outside of the office is not easy – we are often challenged by lack of infrastructure.

How do we reach the guy in the cold food production line where there are no computers or info screens? Or the nurse on the ward who is busy with patients all day? How do we manage multiple platforms, data costs and security?

Building the right infrastructure is essential and that may very well require a multi-platform approach as well as both digital and human channels.

Engaging employees

How well do you actually know your non-office colleagues?

But we are also challenged by lack of knowledge of the people who are not right next to us. We don’t really know what interests the guy in production or what channels works for him.

We presume, we simplify and we often don’t prioritise getting this insight.

Disengagement is a risk for business

And at the same time we know that we need to do something about this. We know that we are operating in a world where word of mouth, and therefore employee advocacy, is more important than ever.  And we know that crucial and sometimes elusive customer experience is mostly delivered by our non-office colleagues.

So its time to do something about it!

Engaging employees
In the 2019 Gatehouse State of The Sector survey on internal communications, 42% of internal communicators stated hard-to-reach employees as a barrier to success
5 steps on the journey to reach your non-office colleagues:

1. Start with ‘why’ – and be specific

Start by asking yourself: why do we need to reach non-office workers? Because if you don’t ask the question, someone else will – and then we need to have a good answer prepared. In many organisations, reaching non-office colleagues is still perceived as an unnecessary luxury.

Depending on your organisation and the types of non-office workers you need to reach, the ‘why’ could be about engagement and retention, or it could be part of a much bigger journey such as the digitisation of the production.

After a clear ‘why’ has been established, you can start defining your business case and return on investment.

Engaging employees

2. Remember that your non-office colleagues are not the same

They could be production workers, drivers, service technicians, sales, specialists, retail staff, etc. And the word non-office might be about the only thing some of these people have in common.

A production facility culture in China and a production facility culture in South Africa might be very different.

Differentiate and target your approach.

3. Get to know them better

  1. It seems obvious, but yet it is something that internal communicators often forget: go out and talk to people. Ask, listen and see what they do. Keep an open mind, you might be surprised.
  2. Get quantitative insights to match. Make a friend in HR/IT who can help you process available employee data.
  3. Create personas to help you bring the non-office people back into the office.

Engaging employees

4. Tailor your communication

Once you know your non-office colleagues better, you also know what is relevant to them. As a rule of thumb, we’ve found two things that work:

  • A glocal approach, with a heavier balance on local than global. Remember that what seems interesting and relevant in HQ, often is lower on the agenda further away.
  • Two-way communication; it’s not just about broadcasting, but also about establishing a line back. Ask for feedback and input and make feedback channels available.
  • And be ready to simplify when you’re reaching out to the non-connected. In this case; less is more. Go bite-sized. Go visual.

5. Build the infrastructure

These days it is often about a multi-channel approach, which could include:

  • Mobile messaging using a platform with limited data cost
  • Ensuring that your intranet is responsive for mobiles and tablets
  • Creating human networks, e.g. up-skilling team leads and supervisors to communicate and providing them with easy formats to communicate from

Start with a pilot – it’s the best way to test it out

Embarking on a project to reach all non-office colleagues in a large organisation can be daunting. Will it work? What is the cost? How do we make it operational?

That’s why starting with a pilot in a particular area of the business is often a valuable start. Here you can test approaches and channels, as well as get a better impression of what it will require in terms of day-to-day operations, cost etc.

Good luck! At the end of the day, it’s not about whether you should reach your non-office colleagues – but how and when.


Taariq Latiff

On the Mic: Taariq Latiff

Taariq Latiff

On the Mic: Taariq Latiff from Open CPT

We recently asked Taariq Latiff, BTech Product Designer and Creative Director at Open CPT, to share some insight into his life as a designer and creative in the world of internal communication.

By Aneeqah Samsodien, Communication and Brand Specialist (March 2019).

How did your career in design start?

I was commissioned to create a logo for a hair nourishing product by my first client during the third year of my studies, which then grew into brochures and packaging. I went into depression when I started my first job after studying,  designing POS units for the makeup industry. There wasn’t much room for creativity and I resigned after just three months. I vowed that I would never again work for someone or a business where I was not growing creatively. I picked up some clients, started freelancing, and gradually grew into an independent creative studio.

How did you end up at Open, specialists in internal communication?

I went for an interview at Open after a friend referred me to see what it was about. The more I heard about internal communication, the more I felt that this is the type of thing I’ve been looking for, but didn’t know existed.

What is the purpose of creating meaningful design when communicating to employees?

Design is essential when you’re communicating with employees. It’s about using a modern approach to communicate stories simply and visually across different contexts and using different materials. We are visual beings that respond to visual communication, and this should be reflected in modern-day internal communication as well.

What do you like most about working for Open?

It’s always challenging. It keeps me on my toes and I am constantly learning new techniques. The system we work within is also really great as it gives me the ability to adapt and grow. I work with really amazing designers and strategists abroad, who are specialists of their craft and always have different ways of approaching a problem. I have access to a wealth of information that wouldn’t typically be readily available due to my location.

Where would you say your specialty lies?

I love conceptualising and having a broad understanding of materials, manufacturing processes and systems, making me a good problem solver.

What are some of the first childhood memories that made you realise you had a knack for design?

From a young age, I would spend a lot of time watching my mom – a signwriter and a real perfectionist – paint signage, posters and banners. Our dining room would always be filled with poster paper and paint brushes and I’d always play with the scraps. I would find cartoon characters I really liked and would spend hours trying to redraw them until I got the correct proportions.

In primary school, I was tasked to create a show-and-tell project of what my dream job is. I used our computer and, in Microsoft Word, I designed my own chocolate bar wrappers (I’ve always loved chocolate). I even created unique names for each of the imaginary chocolate bars. That’s pretty much how my design journey started.

As a designer, name one project you have always envisioned that you would like to achieve in your lifetime. 

I’ve been blessed – I have worked on and created most of the projects I’ve conceptualised and wanted to try thus far. I’d meet a client and they’d describe the product they would want and it ends up being something I had already thought about. Most of my dream projects have been given to me and the best thing is, I got paid to do it.

If we’re talking about personal projects, I would love to design food products or create my own perfume brand.

What are some of the creative challenges you face regularly and how do you remedy them?

I love working on multiple tasks at once; that’s how I’ve been operating from a young age. At Open, using time effectively is vital to everyday life. I get a variety of tasks to manage, but there is usually one big task or project that grounds me.

Why do you do what you do, and could you see yourself doing anything else?

Frustration fuelled my desire to become a designer. When I saw poor signage, visual communication products and architecture, I noticed gaps where people weren’t paying attention to the design and how it could be improved.

If I weren’t a product designer, I would probably be an artist or a chef. I would also like to design a hydroponic garden in my backyard one day (I love plants).

On the Mic is a series of blog posts that invite internal communication professionals to share their take on employee communication, their view on trends within the field and what rocks their boat. Feel free to send us tips on who should be ‘On the Mic’ next.


state of the sector 2019

State of the Sector 2019 survey

state of the sector 2019

Supporting State of the Sector 2019

By Aneeqah Samsodien, Brand and Communication Specialist (November 9, 2018)

Launched eleven years ago by internal communication agency Gatehouse, State of the Sector builds on responses from thousands of communication professionals around the world.

Open CPT is excited to support the research for the 2019 edition of the report. This year’s survey is open until 12 November, and you can find it here:

www.gatehouse.co.uk/survey

State of the Sector provides the definitive view of the internal communication and employee engagement landscape every year – from channel use and message effectiveness, to leader and line manager communication, measurement and evaluation.

By taking the survey, you’ll be guaranteed an exclusive, pre-launch copy of the report. We urge you to take part in the survey and help with putting South African internal communication on the map by contributing your valuable knowledge and experiences.


values

Master Class: Bringing values to life in your organisation

values

Reputation Management master class: Bringing values to life

By: Aneeqah Samsodien, Brand and communication specialist (October 25, 2018)

“It takes years to build a reputation and only a few minutes to destroy it”, said Warren Buffett, who is viewed by many as the greatest investor of all time. On a daily basis, companies are faced with the challenge of effectively building, managing and maintaining their corporate reputation. Are you armed with the necessary skills and information to take your organisation’s reputation to the next level?

We are excited to offer a class on internal communication and values as part of Reputation Matters’ Master Class this November.

Open CPT Managing Director Kristina Malther will be hosting a Master Class on Bringing values to life, an interactive session where delegates will be taken through a process of identifying key internal areas to focus on to get messages communicated through the organisation.

The following topics will be covered on the day:

  • Core principles of communication;
  • Tendencies in internal communication;
  • Developing and implementing an internal communication strategy; step-by-step and cases
  • Why values matter;
  • How to identify and define corporate values; step-by-step and cases; and
  • How to bring values to life in the organisation; step-by-step and cases

 

This Master Class is hosted by Reputation Matters and forms part of a 5-day Master Class series endorsed by The Institute of Directors in Southern Africa (IoDSA), that will take place at the Grand West Hotel in Cape Town, South Africa.

Other speakers at the event include Regine le Roux from Reputation Matters, Cynthia Schoeman from Ethics Monitor, Jennigay Coetzer, freelance writer, author, journalist, editor and trainer, and Ashleigh Hamilton, a well-seasoned journalist.

Master Class details:

Dates: 12 – 16 November 2018

Venue: Grand West Hotel, Cape Town, Western Cape, South Africa

Duration: 5 days; 09:00 to 16:00 daily

CPD points: 12 Points

Seats are limited to 20 people

 

Costs:

Full Master Class programme: R 21 800.00 (Inc. VAT) – Master Class of all five sessions include Regine le Roux’s book ‘Reputation Matters’, lunch and refreshments.

Individual sessions: R 4 800.00 (Inc. VAT) –  Individual sessions include lunch and refreshments

 

To register for the event, please click the link here to find out more.


Dialogue Matters Johannesburg - October 2018

Dialogue Matters & Open CPT

 

Breakfast Sessions

Communicating ethics and values

Johannesburg, Thursday, 11 October 2018

Join Open CPT at our next Dialogue Matters breakfast session!

 

How do you communicate around ethics internally and externally in your organisation?

  • Do you and your people share a common understanding of workplace ethics?
  • Is ethics really valued in your organisation? Or are there more important success criteria?
  • How well do you manage ethics? Well enough to minimise risk and reputational damage?
  • Where does your organisation's culture lie on the ethical - toxic culture continuum?

At the session, you will gain insight into:

  • The importance of research and the role that ethics plays in Africa
  • Insights into top ethics trends and the Ethics Monitor Toolkit
  • The importance of values - and how to bring them to life in your organisation

 

   Thursday, October 11, 2018

 

   08:00 to 10:30

 

         Life Healthcare, Oxford Manor, 21 Chaplin Road, Illovo, 2196

 

 Tickets cost R 50.00 per person. Seats are limited to 25.

 

  RSVP by Thursday, 04 October, 2018.

 

 

The Programme:

  • Welcoming and coffee;
  • Reputation and Ethics in Africa: Channel Kemp (Reputation Matters)
  • Ethics trends and Ethics Monitor Toolkit: Cynthia Schoeman (Ethics Monitor)
  • Importance of values - how to define and communicate values in your organisation: Kristina Malther (Open CPT)
  • Ethics, governance and compliance: sweet spot or perfect storm: Lisa Wannell (Halogen)
  • Networking

 

*Tickets for the session can be purchased via Quicket by clicking the link here.

 

About Dialogue Matters Sessions:

The Dialogue Matters sessions offer insights, case studies and networking around the latest topics on the agenda in the field of corporate communications and reputation management. These sessions are brought to you by Reputation Matters, Halogen Search & Select, and Open CPT.

 

Reputation Matters Logo

Halogen search & selection logo

 

This Dialogue Matters event is proudly sponsored by Ethics Monitor.

 

Ethics Monitor logo
This Dialogue Matters breakfast session is run in collaboration by Channel Kemp (Research Analyst for Reputation Matters), Lisa Wannell (Founder and Director of  Halogen Search & Select) and Kristina Malther (Managing Director of Open Cape Town), with Guest Speaker Cynthia Schoeman from Ethics Monitor.

 


Communicating values Open CPT

Communicating values - From posters on the wall to something we live

Communicating values Open CPT

 

Communicating values

From posters on the wall to something we live

By: Kristina Malther, Managing Director, Open CPT (August 8, 2018)

 

We recently did a Dialogue Matters session on Ethics and values that gave me an opportunity to gather a number of cases and examples - as well as my thoughts - on what really works when it comes to communicating values internally.

Why values matter

First off, corporate values are sometimes laughed at or dismissed as corporate b...s... but I must say, that I have seen many examples of values that truly work when it comes to:

  • Building a strong culture. Especially in large organisations with multiple geographies, demographics, businesses etc. Values act as the glue that ties it all together.
  • Helping people make the right choices on an everyday basis. When values work, they help us navigate effectively and make decisions in a complex world.
Iceberg model - Open CPT
Iceberg model

With free inspiration from Edgar Schein, I often use the iceberg model to illustrate how values are driving our behaviour on an often unconscious level - alongside our beliefs. In order to succeed with real behavioural change, we need to make sure that our values are in sync with the behaviour, we are trying to foster.

Another perspective, offered by Cynthia Schoeman from Ethics Monitor at our session, was this: when it comes to ethical behaviour, rules and regulations (compliance) is the stick, whereas values are the carrot. Values can proactively drive ethical behaviour when they are fully lived by employees.

Off the wall - and into our hearts and minds

Truth be told, there are many corporate values that never make it off the wall and into the hearts and minds of employees. And that is when they are shrugged at.

At Open, we have helped implement or revitalise corporate values in many organisations. And I can happily report, it's something that is only growing in importance and focus. Alongside the focus on compliance communication. Carrot and stick.

These are some of the things we know work well and help get the values off the wall and into the hearts and minds:

Get values off the wall and into the hearts and minds

Tip 1: Storytelling and authenticity

We need to tell real stories about the values and what they mean to people. Stories that are at eye-level with all employees - not just management - and stories that allow for imagination and interpretation. So less corporate lingo, less bullets, less instructions - more stories, more people, more authenticity.

And try to incorporate a storytelling element in your engagement activities e.g. bonfire talks where people share stories about how colleagues have truly exemplified and lived the values (I can promise you, that these can be some of the most heartwarming talks you'll ever hear in an organisational setting).

Tip 2: Engage and activate

And most importantly: instead of telling people too much about the values and how they must be understood, allow them to fill in the gaps themselves, reflecting on how they understand the values - and crucially - how they apply the values in their particular job. This can only be done in true, open dialogue, which is why every values roll-out must incorporate tools and templates to facilitate this at every level of the organisation.

If I am the cashier at Pick 'n Pay, I need a chance to figure out how 'We take individual responsibility' and how I translate that into everyday actions at the till. Dialogue tools and dilemma exercises in a team setting will help this process along - also in a large organisation.

Tip 3: Make it fun

It goes for most things: people are much more likely to engage with anything if it's fun and entertaining. And this doesn't mean silly or superficial. Use gamification: do a values quiz, create a values Black Jack card deck, or maybe a values charades game that will kick-start reflection and add a bit of team building at the same time.

And then show emotions and allow for real conversations to happen. People want to talk about people, and people want to talk about what matters to them. Values are a great opportunity to do just that.

Integrate values in the employee lifecycle

To stay top of mind, values must be an integral part of your onboarding of new people, your performance management, your strategy and your leadership communication to name a few.

It's a good idea to look at it from an employee lifecycle perspective: when and how should a prospective employee experience the values? How should the values be reflected in the ongoing development activities? How do the values come into play in the day-to-day operations?

Values must be activated and applied constantly to be relevant. And to become an integral part of your culture.

Finally, remember that living values doesn't happen overnight and with one campaign - it takes constant focus and activation at every possible opportunity.

Get in touch for more examples and ideas on how to communicate corporate values internally.

 

 

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New partnership - Open CPT

Life Healthcare - new collaboration

 

Internal communication strategy - Life Healthcare
Open CPT creates an internal communication strategy 

Open CPT collaborates with Life Healthcare

We are excited to collaborate with Life Healthcare Group on internal communication. Making Life better!
For more on how we do internal communication strategy, please see our latest post up on the blog.

About Open CPT

Open CPT is an internal communication agency based in Cape Town, South Africa. We develop innovative ways of communication with employees, leaders and stakeholders to drive engagement and create sustainable change.

Open CPT is a subsidiary of leading European employee communication agency, Open, and rooted in Open's principles of creativity, involvement and simplicity.

Drawing on a decade of experience from working with some of Europe's largest corporations, we offer fresh as well as tried-and-tested approaches.

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Get your internal communication strategy on track

Internal Communication strategy - Open CPT

 

By: Kristina Malther, Managing Director, Open CPT (August 7, 2018)

 

We've heard it before: In the past decade, internal communication has gone from being a largely operational post office kind-of-function, to a strategic discipline, supporting the execution of business goals and employee engagement.

But oddly, many internal communicators still work without a strategy, often resulting in random priorities and a reactive behaviour. And most unfortunately, a lack of strategic line of sight between business objectives and internal communication.

Maybe it's because the task of developing an internal communication strategy seems daunting and difficult?

Maybe it's down to a lack of tradition in the field, who knows...

Why do you need an internal communication strategy?

Either way, the fact of the matter is that an internal communication strategy will help you:

  • Get buy-in - from stakeholders. With a business case, goals and KPI's you are more likely to get budgets and buy-in from your leadership.
  • Get more strategic - Duh! This seems obvious, but really, a strategy does help you become more strategic and structured in your approach - from being reactive to being proactive.
  • Demonstrate progress - once you have goals, KPI's, feedback flows and metrics in place, it's much easier to show the progress you make.
  • Delegate tasks - internal communication should not just sit at HQ - it should happen at all levels of the organisation. But without a strategy, mobilising managers and influencers is difficult.
  • Link to business strategy and goals - finally, and the most important point here; we don't do internal communication for its own sake - internal communication must support business objectives. An internal communication strategy is the way to connect the dots.
Internal communication strategy - Open CPT
Tips to help you along the way

Tips & tricks

1. Get insights
You can't develop a strategy without knowing the needs and gaps you are trying to cover. A mix of desk research, qualitative interviews, observations, and quantitative data will give you the insights you need. But don't expect yourself to necessarily do the mother of all surveys and an anthropological study first off. You should also focus on setting up ways to get ongoing data and feedback going forward. Perhaps you've already got insights in the shape of engagement surveys, user data, etc.

2. Involve stakeholders
Internal communication isn't an island. So early involvement of relevant stakeholders, eg. HR, IT, Marketing and top management is essential to not only get insights on how internal communication will create business value, but also in getting a broader ownership or internal communication going forward.

3. Use a simple framework
You don't have to reinvent the wheel and figure out a new and never-before-seen way of doing an internal communication strategy. There are templates and structures in place for what needs to be included in an internal communication strategy. Use them.

4. Don't overdo it
An internal communication strategy should be a living document - not a manifestation set in stone or your lifetime achievement. Timebox the process and rather opt for revising and reiterating once you've got it out there. After all, the point is to get out there and communicate, so you can help your organisation achieve its goals.

5. Make it travel
Too many great strategies end up in the drawer because no one wants to read those 50 slides. Make your internal communication strategy sharable by creating one-pagers and easy overviews that others can relate to. Share it at every occasion you have, share your progress and then share it again.

How to do it?

Developing an internal communication strategy doesn't have to be a gigantic project taking the best part of a year.

Over time, we have developed a simple process and approach to developing internal communication strategies - a process which is doable with a reasonable amount of resources and in three months. A fast-track process looks like this:

Good luck with your strategy!

Get in touch with Open CPT if you need help with your internal communication strategy.

 
 
 

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