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.


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.


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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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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Employee experience roadmap tool

The Employee Experience: More than just engagement

The Employee Experience: More than just engagement

Employee Experience tool
Employee Experience Roadmap created by Open CPT

Open has designed an Employee Experience Roadmap that enables you to get started on employee experience design.

Employee experience design is top of the agenda across the world and a way to boost engagement and performance, as well as drive improvement of the customer experience. But we need more concrete learnings on what works and why.

About the Employee Experience Roadmap:

Put the spotlight on Employee Experience in your organisation and find ways to boost it!

This tool is for anyone about to embark on or continue on the journey of Employee Experience from a communication perspective.

It is a simple Roadmap that you can get started on today, to help you get an overview of what Employee Experience is all about - and where you are on this journey today.

This tool is not a detailed manual, but a quick-guide to inspire and hopefully energise you for the road ahead.

Download The Employee Experience Roadmap
Employee Experience Panel CPT

Employee Experience Panel - an exclusive network

Employee Experience Panel

Employee Experience Panel - an exclusive network

We're growing our network in Africa and invite professionals in the field of communications, HR and branding who work with, or are about to embark on, Employee Experience design to join our Employee Experience Panel.

Employee Experience is fast hitting the agenda as a way to link customer experience design, brand advocacy and employee engagement - but most organisations are just at the early stages and need to find ways to go about it.

The Employee Experience panel will be a curated network for exchanging insights and challenges on the topic - facilitated by Open CPT and in parallel with a similar panel in Copenhagen.

 

Open CPT Employee Experience Panel

The network is by invitation only. If you are interested in joining and think you fit the profile, get in touch or follow this link to let us know your interests and needs: https://bit.ly/2xYtyrW

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Health and safety communication

A safety campaign won't do it (alone)

Health and safety communication

A safety campaign won't do it (alone)

Leaders play a key role in driving behavioral change. That is why mobilizing leaders to drive a safety culture should be the focus for every communication department.

“So your safety culture needs a boost? Let’s do a safety campaign!” This will most likely be the response from many communicators when asked to help out with the organization’s safety communication. But while a great safety campaign can often move hearts and minds – it probably won’t have a long-term effect, unless your leaders play an active role in driving a safety culture.

Picture this situation: You are a lab-worker in a big medical company. Lately, corporate communication has rolled out a fancy campaign with colorful posters, films and stickers reminding you how important safety is, and how you should check for risks before you start a task. You agree. You also want to get home to your family with your eyesight intact at the end of the day.

But the thing is; every time you bring up a safety hazard with your boss, he seems to get irritated, so you’ve stopped doing it. Whenever there’s a safety inspection in the lab, people joke around and make fun of the procedures – and your boss is the biggest joker of them all. Frankly, you also find it difficult to follow all the procedures, while still meeting the team targets for speed and efficiency.

As with everything else in corporate culture, leaders play a key role in driving behavioral change. But when it comes to compliance issues such as safety – where the initial payoff isn’t tangible, but rather an add-on to an already tight schedule – a leader will quickly push safety to the bottom of the team’s priority list, if the overall priority of safety isn’t clear in the organization.

That’s why mobilizing leaders to drive a safety culture should be the focus for any communication department tasked with boosting the safety culture.

So how do you do that?

Make safety leadership a priority
Well, first of all, leaders have to know that promoting safety culture is part of their job. ‘Safety leadership’ starts with making leaders aware of how important they actually are in making safety a first priority. Believe me, chances are that they simply don’t know it.

Putting safety leadership on the agenda at your next management meeting or seminar and asking leaders to assess their own safety leadership, is one way to go about it. Answering the question: “To which degree do you act as a role model when it comes to safety?” will make the penny drop for most.

Give leaders tools to communicate about safety
Secondly, most leaders don’t actually know how to make their team take safety seriously. So help them! Give them the key messages, the tools and the training they need to become strong safety ambassadors. Show them that making safety important means:

Communicating about safety on a regular basis; at meetings, at beginning of shifts, at year-end. This entails telling people why safety matters, how to act safely and share the progress they make. Often safety efforts get tired if it feels like it doesn’t make any real difference.

Engaging in dialogue about safety. Employees are often the best safety experts; they know the hazards and have the best solutions, but some leaders are not used to engaging with their teams in this kind of dialogue. So show them how to ask questions that people can answer – and not least – how to listen to and act on the input they get.

It’s a group effort
Close collaboration between the safety organization and corporate communication is a prerequisite for any lasting safety communication effort. But mobilising your leaders to drive a safety effort also requires a strong top management focus on safety. So, as a communicator your first step to coining ‘Safety Leadership’ in your organization in getting your top management on board in being the organization’s no. 1 safety ambassadors.

This blog post was originally written by Rasmus Engelhardt for Open, click here to read the full post.