What often happens at the end of a long change programme? The process of the change has been completed. You've ticked off the milestones and you're seeing initial encouraging signs of early results. The programme thinks it's done. Except the people element - the culture change - is likely not done. Maybe nowhere near done.

This last episode in the mini-series is designed to leave you with food for thought about why communication needs to be a continuous process and how to transition from change communication to business as usual.

Find out more about Lucy's work at www.theleadingstory.com

Connect with Lucy on LinkedIn https://www.linkedin.com/in/lucyeckley/

Mentioned in this episode

• John Kotter - 'Leading Change' https://www.kotterinc.com/bookshelf/leading-change/
• David MacLeod and Nita Clarke 'The four enablers' - Engaging for Success: Enhancing Performance through Employee Engagement, A Report to Government, Department for Business, Innovation and Skills, 2009.
• The Kubler Ross change curve https://www.ekrfoundation.org/5-stages-of-grief/change-curve/

Disclaimer:

The information contained above is provided for information purposes only. The contents of this podcast are not intended to amount to advice and you should not rely on any of the contents of this podcast. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this podcast. The Leading Story Ltd disclaims all liability and responsibility arising from any reliance placed on any of the contents of this podcast.