They often say that change is hard. A quick survey from change managers will assure you that successful organizational change requires three things: leadership support, employees’ trust, and a complete commitment to success. And that’s all true. But, without one key ingredient, no matter how committed, engaged, and trusting your leadership and employees are, change won’t happen. Why? Because change is rooted in behavior, and you can’t do what you don’t understand. Successfully communicating change is the necessary step where far too many companies falter.

Communicating Change

While a lot of change management experts focus on developing the right culture, using a cascading communication plan, or even creating an incentive structure, they often miss something that should be the foundation for change: clear communication with engaging content and visual explanations. Whether you’re making a simple process change or a complex organizational transformation, prioritizing communicating change is the place to start. When done right, it creates a direct, tangible, repeatable, and relatable way to keep everyone on board. Your employees and leadership will thank you for turning a complicated transition into a clear process.

Download ThoughtForm’s illustrated white paper,  “Four change communication ideas you haven’t tried yet” below. It’s never too early to prepare for change.