How To Make Change Communication Interactive

Change doesn’t happen because you said so. Or because you hit ,Send'. One of the biggest traps leaders fall into is thinking that flooding inboxes with updates and memos will magically remove resistance. It doesn’t. Instead, teams disengage, leaders get blamed for “poor change management,” and transformation stalls before it even begins. 𝗖𝗵𝗮𝗻𝗴𝗲 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀𝗻’𝘁 𝗮 𝗯𝗿𝗼𝗮𝗱𝗰𝗮𝘀𝘁. 𝗜𝘁’𝘀 𝗮 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻. If you don’t build emotional milestones alongside project milestones, even the best plan will fail. 🔴 𝗧𝗵𝗲 𝗠𝘆𝘁𝗵 𝗼𝗳 “𝗠𝗼𝗿𝗲 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻” 𝙑𝙤𝙡𝙪𝙢𝙚 𝙞𝙨𝙣’𝙩 𝙚𝙣𝙜𝙖𝙜𝙚𝙢𝙚𝙣𝙩. Resistance isn’t caused by a lack of bullet points. It’s driven by fear, loss of control, and distrust. 𝙎𝙞𝙡𝙚𝙣𝙘𝙚 𝙜𝙧𝙤𝙬𝙨 𝙡𝙤𝙪𝙙𝙚𝙧. When communication feels transactional, people quietly check out. Gallup found only 13% of employees think leaders communicate well during change. That’s how resistance goes underground and derails progress. 🔴 𝗖𝗵𝗮𝗻𝗴𝗲 𝗜𝘀𝗻’𝘁 𝗮 𝗠𝗼𝗻𝗼𝗹𝗼𝗴𝘂𝗲 You can’t email your way through resistance. You shift it by having real conversations that acknowledge emotions and invite people to help shape the path forward. 🔴 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗠𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀 𝗠𝗮𝘁𝘁𝗲𝗿 𝙁𝙚𝙖𝙧 𝙖𝙣𝙙 𝙪𝙣𝙘𝙚𝙧𝙩𝙖𝙞𝙣𝙩𝙮 trigger stress and shut down good decision-making. You can defuse it: 𝗡𝗮𝗺𝗲 𝗶𝘁. - “This shift is hard, and it’s okay to feel uneasy. Let’s talk about it.” 𝗠𝗮𝗸𝗲 𝗶𝘁 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹. - Answer, “What’s in this for me?” 𝗦𝘁𝗼𝗽 𝗕𝗿𝗼𝗮𝗱𝗰𝗮𝘀𝘁𝗶𝗻𝗴. 𝗦𝘁𝗮𝗿𝘁 𝗙𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗶𝗻𝗴. 𝗧𝗿𝗮𝗱𝗲 𝘂𝗽𝗱𝗮𝘁𝗲𝘀 𝗳𝗼𝗿 𝗱𝗶𝗮𝗹𝗼𝗴𝘂𝗲. - Run “Why?” sessions where teams can question and influence the plan. - Equip managers to handle tough conversations with empathy. Use peer influence. Trusted colleagues are often the most credible messengers. 🟢 Mindsets Over Metrics 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗺𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀 𝘁𝗿𝗮𝗰𝗸 𝘁𝗮𝘀𝗸𝘀. 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗺𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀 𝘁𝗿𝗮𝗰𝗸 𝘁𝗿𝘂𝘀𝘁. 𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝗯𝗼𝘁𝗵. ✅ 𝗖𝗼-𝗰𝗿𝗲𝗮𝘁𝗲 𝘁𝗵𝗲 𝗽𝘂𝗿𝗽𝗼𝘀𝗲. Bring employees into defining why the change matters. ✅ 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗶𝗻𝗽𝘂𝘁, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗮𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻. Use surveys and Q&As to create real conversations. ✅ 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 𝘄𝗶𝗻𝘀. When teams adopt new ways without pressure, spotlight it. 𝗦𝘁𝗼𝗽 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗻𝗴 𝗮𝘁 𝗽𝗲𝗼𝗽𝗹𝗲. 𝗦𝘁𝗮𝗿𝘁 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗺. Because people don’t resist change. They resist being changed. 𝘏𝘢𝘷𝘦 𝘺𝘰𝘶 𝘵𝘶𝘳𝘯𝘦𝘥 𝘢 𝘣𝘳𝘰𝘢𝘥𝘤𝘢𝘴𝘵 𝘪𝘯𝘵𝘰 𝘢 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯? ----- 👋 I’m Lars – delivering transformation that sticks. 🔔 Follow me for more on fractional leadership and change management.

If you want employees to support a new idea or experimentation program, Don’t drown them in fancy presentations or data. Tell them what they want to know: How will this disrupt their day-to-day. People don’t resist the program. They resist how it impacts them. So, this is what you’re going to do: 1. Sit down 1:1 and listen more than you speak. Ask open-ended questions like: → “What concerns do you have about this program?” → “How do you see it impacting your role?” 2. Identify the fear. Resistance stems from: → Fear of irrelevance or failure → Worry about extra workload without extra resources → Misalignment with their goals or compensation 3. Solve their problem first. Address their concerns directly. Show how the program will help them grow, simplify their work, or align with their goals. 4. Follow through. Once the program launches, routinely check-in. Make sure their concerns remain addressed, and adjust as needed. Real growth starts with creating an understanding.

I don’t know what all those gauges and readouts on an airplane dashboard mean, but I do know that I want the pilots flying the aircraft to see them. Otherwise, they’d be flying around the globe pressing buttons and throwing switches on hunches and guesses. It’s the same with change activation. If a business wants its initiatives to actually, you know, work, they need the gauges and readouts of change: two-way feedback loops. Too many transformation strategies stall mid-air because they're missing one critical piece: live feedback from the ground. 🚫 Not the kind that comes 90 days later in a spreadsheet from HR. 🚫 Not the kind that’s missing in a thousand unanswered surveys. 🚫 Not the kind that's too late, showing up in exit interviews from disgruntled employees already moving on to greener pastures. I’m talking about real, instant, interactive, informal feedback. The kind that can be used to course-correct in real time. I call this the “Triple I” strategy: Instant  Interactive  Informal Here's the thing about feedback: 🧭 It’s a compass. It surfaces what people are thinking right now — what they’re confused about, excited by, or flat-out resisting. 📈 It’s a growth engine. It helps teams learn faster and build smarter next time. If they already know that job security is a major concern for one group, why go through the pain of rediscovering that from scratch during the next initiative? 🧠 It’s organizational memory. A well-run feedback system captures insights that can be used again and again. No need to keep asking the same questions if the answers have already been documented. But here’s the challenge: Most companies don’t have the time, tools, or energy to conduct 1:1s, focus groups, and in-person interviews across tens of thousands of people. And survey fatigue is real. You can only send so many Surveymonkey forms before people start auto-clicking “neutral.” Instead, tap into an activity people already do several times every day: interacting with content. When change comms or capability building initiatives are embedded into a change activation platform with built-in interactive functionality, something magical is unlocked: ✅ Questions get asked  ✅ Concerns are shared  ✅ Colleagues respond to each other  ✅ Change champions emerge organically  ✅ A real-time pulse on what is and isn't resonating emerges  Even better? The data is captured automatically. Comment data becomes reports visualized in-platform with sentiment analysis layered on top. Visibility into what’s trending by audience, location, and job level — across the entire organization — without running a single survey. Access to 24/7, large-scale feedback *that doesn’t feel like feedback.* No forms. No follow-ups. Just natural interaction with change content and powerful data to guide your next move. That’s the kind of loop that fuels real agility and speed. Because strategy without feedback isn’t agile - it’s flying blind.