Do you work in Employee Engagement, Internal Communications or a related area? Do you want to keep up to date with new ideas and innovations related to Employee Engagement and Internal Communications? Do you enjoy hearing from peers and fellow professionals about the work they are doing to engage and communicate with their people? Do you like to get inspiration from thought-leaders who are challenging the way we traditionally look at IC and EE?
Engaging Internal Comms is a fortnightly podcast where we will be talking to industry experts who are bringing new and innovative ideas to the Employee Engagement and Internal Communications profession.
We all want to work in an organisation where we feel a sense of belonging, where we can bring our whole self to work. And the relevance of diversity and inclusion in our organisations is higher now that ever before. In this episode, we explore how we can help to build inclusive cultures within our organisations with social entrepreneur and LGBTQ+ and neurodiversity advocate, Arthur Woods.
Internal Comms in a crisis - At some point, all organisations will have a crisis. The role of Internal Comms in a crisis is vital. What we're going to look at in this interview is actually our primary focus should be our internal communications. Whilst obviously we need to deal with the crisis and we need to mitigate it and we need to stop the crisis getting any worse, what we need to do is let our employees know what is happening as soon as possible.
Many organisations refer to storytelling. They talk about their narrative when they are communicating, either externally or internally, and they talk about how they are using stories to bring things to life. It's integral to the work that we do at The Big Picture people when it comes to telling visual stories and linking that to a conversational process that organisations can use to really explore what their values are, what their strategies are, what their purpose are with their employees in a way that unlocks conversations that traditional approaches don't normally deliver.
Aligning leadership words and action is vital for effective achievement of organisational strategy and goals. Alignment has multiple meanings. It's a term that gets misused, it gets misunderstood, and that we find that leaders sometimes think alignment is one thing. Many think alignment is about everybody pointing in the same direction. While this is certainly a part of alignment, but it's much deeper than that. It goes down to an individual level with how aligned our people are with the organisation.
Since the beginning of 2020, for most of us, we have experienced a huge transition in the way that we work. We are now more of us are more working from home. We're working hybrid, we're working in ways that we would never have been able to probably contemplate before the pandemic and before the needs of the pandemic and the isolation that follow. How can we build a digital culture where we communicate effectively, where we listen, where we share, but also where we create ways of working that are conducive to our mental health, to good mental health?
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