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.