How effectively do your leaders listen when they connect with workers? That takes more than leading a town hall meeting once a year or appearing in an occasional video. It requires a leader to be comfortable with what stakeholders hunger to view and experience, as well as with the skills he or she brings to the communication dimension of the leadership role. But no leader can effectively communicate without a commitment to develop and nourish the skills. Because, in every organization, stakeholders play follow the leader. But no leader’s communication skills stay strong without work. And leaders have limited time to participate in traditional professional development.

How does your communications function actually function? How efficiently do you get things done? How relevant are the approaches? How effective are your solutions? How lasting are results? To re-communicate dares an organization to reinvent the communication function to address new challenges.

How engaged are your workers in your brand? To brand from the inside – to create results on the outside – means workers demonstrate passion for who the organization is, what it believes and why it exists. And that requires more than a tag line. Workers choose to engage based on what they experience today and believe they will experience tomorrow. Many things influence this choice including how workers believe a company cares, considers, listens, and what experience it creates. Our work can help you strengthen how your brand engages your workers:

  • Value: What workers seek and what they experience and how to bridge any gaps
  • Story: How to brand from the inside to tell an organization’s story as a place to work
  • Experience: How to use the employer brand as a lens to re-evaluate the experience the organization delivers
  • Communications: How to refresh your communications by focusing on the attributes of the employer brand
  • Recruitment: How to use the employer brand to recruit the workers the business needs, and
  • Engagement: How to reconcile what story a company tells with what experience it actually delivers.

Traditional consulting approaches only address the symptoms of potential dysfunction in an organization’s relationships. And it may only address one layer of symptoms. But re-communicate gets to the heart of what matters to an organization’s relationships. To communicate, an organization listens and it helps people understand what the organization is doing, why it’s doing what it’s doing, what it needs from stakeholders: To lead, an individual and a team help stakeholders believe in what the organization stands for, why it exists, what value it offers and what difference it makes. To brand, an organization establishes a relationship of trust with its stakeholders that inspires stakeholders to do what the organization needs stakeholders to do, from buying products to investing in futures to selecting places of employment. And bringing it together – to motivate stakeholders to understand, believe and do – is a communication that works, leads and brands through the lens of its essential relationships.