• CEO, HRM, Project Manager, Communications Manager
• Managers in the organisation who, as executives, head a team where change will have an impact
• Managers preparing a reorganisation, an M&A, a complex or new strategic project

• You will learn how to plan communication so that you remain master of the process
• You will learn how to work out the content and consistency of communication in a professional way, and to all stakeholders
• You will get tools to empower the management team and executives by informing them, involving them in the change

3 working sessions of 2 hours (individual or group)    

Part I: Introduction, practice and advice on the first steps of preparation (2h)

1. Setting up the process
   • Core objectives of the communication approach
   • Composition of a workable team
   • Precautions to maintain confidentiality

2. Communication platform, the communication intended for the works council/social partners
   • How do I translate a ‘business case’ into a powerful and concise presentation to the social partners? This presentation then becomes the communication platform for all communications.
3. Communication with all external stakeholders: authorities, business relations, customers, suppliers
   • Type documents, examples, advice

Part II: Planning and preparing the communication and communication process in detail (2h)

1. Preparation of a tool (ROADMAP) where stakeholders, communication channels and communication documents are specified with retro planning for preparation of all documents, organisation of the announcement, the course of the announcement day and the full communication ‘roll out’.
2. Internal communication
   • Communication cascade to middle management and staff, including documents, briefing for management, frequently asked questions and answers. Communication intended for the group and other branches.
3. Information and consultation (if collective redundancy).
   • Communication during this period
   • Meeting dynamics: practical

Part III : Communication in uncertain times (2h)

1. Crisis communication in social unrest
   • Crisis team
   • Process and approach
   • Possible crisis scenarios
2. How do I deal with my employees in difficult circumstances?
   • Training intended for management (top and middle management)

3. Communication to the media
   • Defining the strategy
   • How to deal with the media
   • Drafting holding statement, press release
   • Monitoring

Our recommendations and tools are based on our experience with more than 210 reorganisations and structural changes. Follow them and you will be able to manage this project too.

• HRM, Project Manager, Communications
• Managers in the organisation who head a team where changes could have an impact
• Managers implementing and monitoring a reorganisation, an M&A, a complex or new strategic project

• Participants learn how to work with the change curve and get advice on what best to do to move employees in a positive way, taking into account their place on the curve. The approach does vary depending on their situation.
• The Change Barometer allows employees to position themselves on Kübler Ross’ change curve with a simple click. This information allows managers to respond correctly to employees and support them efficiently.

After a briefing and an administrative/digital start-up, the tool can be implemented very quickly.

• Composition of 1 or 2 teams of minimum 7 people
• Link to the tool is sent to employees via email
• Employees are asked to go through the tool within the week and place themselves on the curve (5 minutes)
• The Change Barometer is a digital tool that can be activated via a link. The platform has 2 dimensions: manager and employee.     
• The manager gets a global overview of all positions on the curve with the appropriate actions that can be taken towards the employees.

The positioning indicated by the employees on the curve is easily accessible and anonymous.  The result on the curve is kept in the platform for 90 days or as long as the project runs.

Alliance International, Allnex, AMP, Agence et Messagerie de la Presse, Astellas Pharma Belgium, Barco, Bekaert, Becton Dickinson, Damart, Doosan, D’Ieteren, Douwe Egberts, Friesland Campina, Henrad, Ingersoll Rand EMEA, Keter Curver, Lagardère Retail Travel, L’Oréal, Läntmannen, LSG Sky Chef, Magotteaux, Mondelez, Plastic Omnium, Struik Foods, UCB, Unigro, Vesuvius 

Individual

• The Results Roadmap™ can be used in the context of personal development, career planning, as a support to individual challenges and to achieve professional or personal goals.
• The Results Roadmap™ can be used as part of a coaching process or as a supporting tool for any situation where one wants to work towards a predetermined result or change. This approach can be supervised completely individually or in a group setting where each participant in this case works on their own specific objectives.

Teams

• Companies and organizations can use the Results Roadmap™ within all kinds of programs such as transformation and change initiatives, reorganizations, mergers, alignment and implementation of strategic objectives, career development, team building, …
• The Results Roadmap™ can also be used by individual teams who want to work towards a predefined result or change. This can be a team objective to be achieved, an evolution or change to be implemented, a strengthening of the collaboration, an important initiative to be carried out, a new work organization, …

• The Results Roadmap™ method is a powerful tool that takes into account the difficulties associated with change.
• Starting from a predetermined challenge or collective result that you want to achieve, we guide you, your team or your organisation through a number of steps that will help you map  the actions that you will undertake to reach this desired result. 

Individual

• In a structured way, you are supported in exploring the possible options and mapping the helping factors to successfully achieve the result. But also the obstacles, the potentially obstructive habits and other underlying factors that can make the road ahead difficult are brought to the surface. In this way you build a realistic plan of approach that takes into account the ups and downs on the road to success.
• By using this method you not only create clarity around the best path to take to achieve your result, but also a strong motivation and positive energy to take the next steps and get started effectively.

Teams

• In a structured way, the team is guided in exploring the possible options and mapping the helping factors to successfully achieve the result. But also the obstacles, the potentially obstructive habits within the team and other underlying factors that can make the road ahead difficult are brought to the surface. In this way the team builds a realistic plan of approach that takes into account the ups and downs on the road to success.
• Through this approach, you create commitment in the team around the result or change to be achieved. Building the Results Roadmap™ together leads to a strong momentum where you can build on the positive energy that is created, to take next steps and keep the movement going.

• The Results Roadmap™ method is applied in an individual or team work session supervised by a  certified facilitator. 

Individual

• This work session can be organized face to face (2,5h) or virtually (3h).
• The session can take place in a one on one setting or in a larger group, where each participant then works individually on their own specific objective.

Teams

• The Results Roadmap™ method is applied in a workshop with the team (or multiple teams) guided by a certified facilitator.
• The face to face workshop takes 4 hours, there is the possibility of a more elaborate version for specific team situations (the most appropriate formula will be discussed beforehand).
• The workshop can also be organized virtually, split up in 2 sessions.

• Project developer: workshops with several working groups that were assigned to develop a motivating – and realistic action plan to support the achievement of the company’s mid-term ambitions
• Talent Program in an industrial company: each participant in the Talent Program developed their own actionplan using the Results Roadmap™ methodology around achieving the desired career objectives.

• HR professionals that are growing into a new job as HR Business Partner and want to capture the benefits of being supported in the first months to make a successful start
• HR Business Partners with some experience (1-3 years) that want to continue to develop and enhance their HRBP skills  based on practical situations, together with others in similar positions

• Being an HR Business Partner brings new challenges every day: finding talents, supporting leaders in developing their teams, giving candid feedback, handling conflicts, supporting change, preparing a reorganisation, … Self Managed Learning is a powerful method to learn how to approach this, starting from your personal learning goals and using concrete situations you are facing in your professional life
• Each participant will bring on own topics in the HR field which results in a broad spectrum of learning topics that will be explored and turned into concrete options to take back with you
• Self Managed Learning fosters autonomy, personal responsibility and self-reliance

A 6 MONTH TRACK (1 SCHEDULED GROUP SESSION PER MONTH), WITH A FOCUS ON PRACTICE AND IMMEDIATE USE

• Self Managed Learning combines individual and group-based learning, is work-experience based and career relevant
• In a facilitated group coaching setting, each participant learns how to handle specific HR challenges, where the shared wisdom of the group is one of the main learning components.
• After the start-up module (1 day), the group will meet 6 times in a timeframe of 6 months to work on HR topics they bring on from their own working situation and learn as individuals and as a team while doing so.
• You elevate your learning experience with an experienced SML Coach with 30 years of experience as an HR professional to maximize the impact
• Benefit from the double learning loop: learning a new method to reach your personal development goals AND developing your coaching skills asking powerful questions and learn about your own mindsets and thought patterns as you go through the process, which you will benefit from as a leader for the rest of your career
• Being a member of this small Learning Group, you grow your professional network that you can continue to tap into also after the training