1. Prepare Your Key Messages

• Articulate the Need for Change

  • Develop a clear, concise statement explaining why the change is necessary

  • Connect the change to shared context and the individual's self interest

  • Prepare specific examples or data points to illustrate the need

• Outline the Scope of Change

  • Get specific about what will and what will not change

  • Prepare a basic timeline of the change implementation

• Highlight Expected Outcomes

  • Describe key benefits for the individual and their team

  • Acknowledge potential challenges honestly

2. Approach the Conversation with Emotional Intelligence

• Practice Active Listening

  • Genuinely listen to concerns

  • Demonstrate that they were heard by summarizing and validating emotions

• Show Empathy

  • Acknowledge the difficulty of change

  • Prepare personal anecdotes about adapting to change

• Balance Positivity with Realism

  • Craft statements that express confidence in the individual's ability to adapt

  • Prepare to discuss both the opportunities and challenges of the change

3. Plan Action-Oriented Guidance

• Outline Clear Next Steps

  • Outline immediate actions employees should take

  • Prepare a brief overview of the longer-term plan

• Address Potential Obstacles

  • Identify challenges in the change process

  • Develop ideas for overcoming these obstacles

  • Prepare to encourage problem-solving among team members

Quick Tips for Success

• Start with the change announcement, don't build up to it

• Use clear, jargon-free language throughout

• Balance talking with listening - aim for a 60/40 split

• Have a go-to phrase for refocusing on positives after addressing concerns

• End with a clear call to action and offer of support