The stories that make messages stick in the workplace are usually the simple, familiar, and everyday experience ones. Especially in an environment where employees are navigating constant change and an increasing volume of information, because it’s this familiarity that captures attention and builds understanding. Which is why your message needs a story... and we'll tell you how to find one!

Leadership communication can make or break culture, trust and performance. In this week’s blog, we unpack nine leadership communication pet peeves we see time and time again, and more importantly, how to fix them. What’s your biggest leadership comms pet peeve?

Change is now business as usual. Which is why leading people, processes and projects through change is no longer a nice to have skill, but a necessity that is core to leadership; but what does that mean in practice? Read more on leading through change and what today’s leaders need to know and do.

No one wakes up excited to have a difficult conversation, especially when it’s things like addressing poor behaviour, responding to a crisis, or navigating a polarising issue. So… it may seem cut and dry, but, why do we avoid them? And how do we approach them in a way that protects trust, strengthens culture and actually moves things forward?

While AI won’t replace strategic communicators, it will quickly replace purely transactional comms work. So when you hear the infamous: “Will AI replace my comms job?”, it may not be an entirely unreasonable question. This blog explores just that and the impacts AI will have on your job as a communicator.

Feedback gets blamed for a lot of things in workplace but, feedback itself isn’t actually the issue. So, this blog covers it all: why feedback is so hard, what leaders often get wrong, and how to do it better without turning every conversation into a stress spiral. Read more on managing, receiving and giving feedback as a comms pro.

One of the biggest myths in leadership is that once you have the title, people will automatically listen. They won’t, and while it’s not because they’re difficult, disengaged or resistant it’s actually because comms simply doesn’t work that way. Humans don’t receive information uniformly. That’s why this blog focuses on a deceptively simple idea: adapting your leadership communication style for your team.

This final blog in our five-part series on people change looks at technology-driven change from a different angle: not what is changing, but what it feels like to live through it and what communicators can do to make it survivable, and even successful. Think: top tips to work through technology change overwhelm using change communications.

When organisations change policies or employee benefits, the communication often gets treated as a formality. Formalities like automated emails, a system prompting employees to tick a box saying they’ve read and understood, and then everyone moves on. In reality, this kind of ‘tick and flick’ approach is risky. Which is why we’ve got some practical ways to communicate policy and benefits changes so people don’t just acknowledge them, but actually understand and apply them.

A new office, refurbishment, or major fit-out can look straightforward on paper but anyone who’s been involved in one knows the reality: office moves are people-heavy changes, and they can quickly become emotional, disruptive, and distracting if they’re not communicated well. So, we’ve put together five practical communication strategies to help your organisation and your people navigate an office move or renovation more smoothly.

Restructures are one of the most challenging and emotionally charged forms of people change. They’re complex, highly regulated, and deeply personal for everyone. In this blog, we’ll break down what restructures typically look like from a change and communications perspective, and how to approach them in a way that is clear, compliant, and human.

People-related change is one of the most complex areas communicators can face, and enterprise agreement negotiations are a prime example. If you’re new to internal communications, change communications, HR, or leadership, understanding how these agreements work, and what they mean for communication, is essential. This article provides an Australian perspective on enterprise agreements (EAs), also known as enterprise bargaining agreements (EBAs), and walks through the typical lifecycle of an agreement with a strong focus on communication best practice.

Looking back across the year, a few themes surfaced again and again: sometimes in different language, sometimes from very different contexts, but always pointing to the same underlying truth: how we communicate shapes how people experience work, change and leadership. So, what lessons can we take from our expert guests as we move into 2026? Let’s see.

When a tragedy captures national attention, it doesn’t stop at the news cycle. It follows people into their workplaces, their conversations and their thoughts throughout the day. Amid all of this, leaders and communicators are left navigating a difficult question: how do you acknowledge what’s happened without overstepping, causing harm, or saying the wrong thing? Well, this week’s blog is on how to talk about challenging topics like this with your employees.

If you thought 2025 was a big year for change, buckle up, because 2026 is about to raise the bar. From AI adoption to workplace expectations, the past 12 months have shown us just how quickly the ground can shift beneath our feet. Plus as communicators and change professionals, we’re right in the thick of it. Here are the top five trends that shaped 2025—and what they mean for the year ahead.

In a world where attention is the new currency, getting your message heard isn’t as simple as hitting ‘send’. No matter who you're communicating with: employees, customers, or anyone in between, you’ll always be competing with endless noise. So, how do we spot a story opportunity?

As we inch toward the end of the year (how did that happen?), the collective pressure starts to rise because projects need wrapping, stakeholders want updates, and somewhere among the Christmas parties, EOY reports, and inbox avalanches - you know you’re supposed to be planning for 2026. So instead of diving straight into templates and tactics, let’s talk about the real starting point: creating the conditions for good planning.

Every organisation wants its people to “live the values” and “understand the strategy.” More often than not, most people don’t remember any of it. Not necessarily because they don’t care or they aren’t committed, but because organisations often forget one crucial thing: strategy and values only matter if people can feel them, not just read them. So, how does this fail and what can we do to address it?

Every organisation sets out on its change journey with the same ambition: to move forward, to evolve, to transform. Yet two organisations can start with the same vision, use the same consultants, adopt the same frameworks, and still end up in completely different places. So we’re discussing why the same change strategy works in one orgatisation, but fails in another.

From the pandemic to AI, with shortened attention spans and higher expectations, it’s no lie that the last five years have been a crash course in adaptation. So, while we’ve evolved into our very new brand: Cuttlefish Communication, we thought it’d be a treat to look back at the five ways communication has evolved, and what smart businesses (that includes us!) are doing to stay ahead.