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Internal Communication - Our Approach

Our expertise covers the full range of communication which occurs in an organisation including:

  • Change communication - relating to specific communication requirements to support organisational change.

  • Job related communication - interpersonal, team or corporate communication relating to day-to-day work and operations.

  • Corporate communication - relating to strategic direction, values, public relations activities and promoting the organisation as an employer of choice or good corporate citizen.

  • Regulatory communication - involving work policies, procedures and  compliance.

  • Social communication - stimulating enjoyment in the work-place and a sense of belonging.

  • Customer/stakeholder communication - interactions that occur with customers or stakeholders to improve the external focus of the organisation.

  • Interpersonal communication - assessment of communication preferences for individuals and teams using MBTI and our own 180 communication styles questionnaire.

  • Knowledge management - interpersonal relationships, cultural aspects of knowledge creation and sharing, informal communication and network mapping, harnessing knowledge for improved decision-making.

The ultimate aim of improving communication is to improve productivity of both the individual employee and the organisation.  Four key steps are involved:

We undertake both qualitative and quantitative research to identify communication needs and gaps regarding upward, downward, horizontal, change, job, team, supervisor, manager and leadership communication, customer and stakeholder communication.  Barriers to communication within the organisationís unique context are identified.

The output of the research is the clear identification of the communication Priority Issues that need to be addressed to improve communication and the challenges posed.

Depending of the findings of the communication research and Priority Issues, we develop a Communication Strategy which, depending on the requirements of the project, can be for different aspects namely:

  • Organisation

  • Department

  • Team

  • Individual

  • Specific event (eg CEO roadshow, Strategic planning)

  • Specific type of communication eg. email, Intranet, a newsletter, magazine etc

  • Specific need eg leadership communication

Examples

An organisational communication strategy may identify:

  • Communication preferences and the best communication channel for various types of communication i.e. how to use face-to-face, electronic, print and voice communication for which type of information or messages.

  • How to change the current communication culture to the ideal culture ie. the culture which will enable the organisation to meet its customers needs and expectations, by explicitly stating communication values to drive the required behaviours

  • How to improve the flow of essential information and reduce overload

  • How to best communicate in an organisation dispersed across several sites

  • How to improve the level of trust between managers and staff

  • How to establish Knowledge Management in the organisation

  • How to encourage employee involvement and feedback

  • How to best use and manage the Intranet and email

  • Communication training needs

  • Protocols for effective meetings, consultation, reports and documentation, presentations, change management, project management, distribution of information

A team communication strategy may be developed to address:

  • An individualís communication strengths and areas for development

  • How to draw out the individualís strengths during team meetings

  • How to best involve individuals in decision-making within a team

  • How to best generate ideas within the team

  • How to ensure the team communicates effectively

  • How to evaluate the teamís performance

Implementing certain aspects of the Communication Strategy and Culture Change process is best done by the client in-house. 

Our contribution is more useful as a mentor or sounding board during implementation, to implement particularly sensitive issues or where the client lacks the capability and skills to implement the initiative.  We can coach and encourage our client during challenging and difficult times of implementing culture change.

Throughout the implementation stage the aim is to change behaviour, improve shared meaning, employee morale, individual and organisational productivity.

We provide benchmarking and comparison research over time so that the organisation can assess its own improvement and how it is performing compared to other organisations. 

We also review the client project to assess how the strategies and processes are being implemented and to monitor the need for reinforcement or modification.

 

 

 

The Ryder Self Group
Ph: 0412 426 553