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    5.2 CLC Strategy Communication Guide

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    Jorge Manuel Ramos Luza
    Strategy Communication Guide

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    5.2 CLC Strategy Communication Guide

    Uploaded by

    Jorge Manuel Ramos Luza
    51 views4 pages
    Strategy Communication Guide

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    © © All Rights Reserved

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    PPTX, PDF, TXT or read online from Scribd

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    Strategy Communication Guide

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    51 views4 pages

    5.2 CLC Strategy Communication Guide

    Uploaded by

    Jorge Manuel Ramos Luza
    Strategy Communication Guide

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
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    HR STRATEGY COMMUNICATION GUIDE

    CEB Corporate Leadership Council

    © 2015 CEB. All rights reserved


    Introduction
    What It Does:
    The HR Strategy Communication Guide provides tips to help you communicate your HR strategy effectively to all stakeholder groups.

    How to Use It:


    Review the tips and guidance provided in this guide to understand how to tailor your communication for each stakeholder segment.

    Instructions:

    Slide 3 - Tips to Communicate Strategy Effectively


    • Review the tips provided on this page to customize your communication for different stakeholder groups.

    Slide 4 - Identify Supporters and Resistors to your Strategy Plan


    • Use the diagnostic questions at each step to identify supporters and resistors among business partners and finance staff members.
    • Review potential action steps for each type of stakeholder listed in the Action Plan column.

    2
    © 2015 CEB. All rights reserved
    Tips to Communicate Strategy Effectively

    Stakeholder Communication Tips

     Conduct one on one discussion with each BU head.


    Business Unit Leaders
     Customize the presentation to indicate benefits of the strategy for the relevant business.

    Executive Committee  Provide high-level overview of the HR strategy and its alignment to the corporate strategy.

     Find high-impact leaders who can be champions to help build support for the HR strategic plan.
     Identify people likely to resist change and target them proactively.
    HR Leadership  Segregate the team into smaller groups for communicating strategy plans.
     Personalize presentations for each group to tell them exactly what they must do to support the
    implementation of objectives.

     Explain the changes to minimize uncertainty and describe how the strategy relates to the business
    HR Staff plan and organizational direction.
     Assess employee-related factors that may impact strategy execution.

    3
    © 2015 CEB. All rights reserved
    Identify Supporters and Resistors to Your Strategy Plan
    4 Action Steps
    Evangelists and Supporters:
    Yes
    3a Evangelist ■ Work closely with evangelists to pilot the
    Support strategy or showcase their efforts.
    Strength of Support
    ■ Keep evangelists and supporters in the
    ■ Will they proactively room when conversing with critics/
    support/defend the blockers to prevent the latter from
    strategy? grandstanding.
    Supporter
    2 No
    Yes
    Posture

    ■ Are they likely to be Critics and Blockers:


    in favor of the
    1 No Critic ■ Spend one-on-one time with critics and
    strategy?
    blockers early on. Influencing strategies
    Influence
    ■ Historically, have 3b include:
    they responded well Strength of –Seeking their input
    ■ When they speak, do to change? –Making reference to evangelists
    Opposition
    people listen? ■ Would they have Oppose
    –Socializing
    something to lose ■ Will they proactively Blocker –Logical persuading
    ■ Do they have the ear
    from the strategy? move against the
    of people who can Yes
    strategy rather than
    make things
    merely complain?
    happen?
    ■ Are others Neutral and Low Influence
    constantly asking to Indifferent Stakeholders:
    include this person in Neutral
    meetings/follow- ups? ■ Prioritize less time with neutral
    stakeholders, as they are unlikely to
    actively support or block you.
    ■ Likewise, spend less time on
    Low Influence stakeholders with low influence who are
    No
    less capable of affecting your rollout
    efforts.
    Source: Fiserv Inc.; CEB analysis.

    4
    © 2015 CEB. All rights reserved

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