Launch Team offers new AI and GEO Assessment
Get a Competitive Edge with Comprehensive AI & GEO Insights If you are beginning to notice an erosion in organic traffic and leads, it may be time to...
2 min read
Michele Nichols Mon, Jan 27, 2014
The role of change agent is a tough one. Major organizational transitions are often accompanied by “slash and burn” practices that unintentionally sacrifice good people along the way, and no one wants to be the one doing the dirty work. Oftentimes C-level execs are brought in to get the job done and get out; other times the task is left up to HR.
Change is hard, but by being open and communicating your goals effectively, you can help your team embrace your vision and take the necessary steps forward, together. Real change means more than driving out cost. It has the potential to make your organization and team stronger—otherwise, why bother? You can’t afford to lose your best people and assets in the process, which is why a solid internal communication strategy is crucial during this time.
Case in Point:
A Fortune 50 company had a massive IT department, but there was a disconnect between them and the rest of the company. They were thought of as overhead. The solution: We helped the organization become better marketers through internal communication, and changed the way they talked about (and even thought of) themselves and their value.
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