You have reached the finish WEEK 6: Making This Stick
Monday
Subject: You can’t do this alone (and that’s the point)
Inclusive IC isn’t something you add to your to-do list.
It’s a complete rethink of how your organization communicates.
And it needs everyone on board.
This week: Making partnership the norm, not the exception.
Tuesday
Start with one pilot
Don’t try to change everything at once.
Pick one project:
- An upcoming change announcement
- A regular newsletter
- A quarterly update
- A new initiative launch
Do it fully inclusive:
- Involve staff from the start
- Co-create the content
- Test everything
- Make it two-way
- Close the feedback loop
Show the results: “Here’s what we did differently. Here’s what happened.”
Wednesday
Get leadership on board
Your leaders need to understand why this matters.
Don’t say: “We need to be more inclusive.” Say: “Staff have insights we’re missing. If we involve them, our communications will actually work.”
Show them:
- Examples of employee-generated ideas
- Feedback that you would have missed
- Results from your pilot project
Ask for: Permission to try new approaches, even if they feel messy at first.
Thursday
Train your stakeholders
Everyone who creates communication needs to shift their approach.
Quick training for content creators:
Old mindset: “I’ll write this and send it out.” New mindset: “Who should I involve in creating this?”
Give them:
- Simple guidelines (not a 50-page manual)
- Examples of what “inclusive” looks like
- Quick ways to involve staff
- Contact list of employee advisory groups
Make it easy: Templates with built-in “Who will you ask?” prompts.
Friday
Measure what matters
Track different things now.
Old metrics:
- Open rates
- Click rates
- Number of messages sent
New metrics:
- How many staff helped create communications
- Response rates to dialogue invitations
- Ideas implemented from employee feedback
- Trust scores in engagement surveys
- Number of employee-generated content pieces
The shift: From “did they see it?” to “did we create it together?”
Saturday
When it feels hard
This approach takes more time upfront.
You’ll face:
- Pushback from people who like control
- Messiness and imperfection
- Slower initial timelines
- Resistance to change
Remember:
- The time you spend upfront saves rework later
- “Messy” often means “human” and “real”
- Going slower means landing better
- Resistance fades when people see results
Keep going. Partnership is worth it.
Sunday
Your 90-Day Action Plan
Month 1:
- Form your communication advisory group
- Run 3 listening sessions
- Co-create one message with employees
- Test everything before launch
Month 2:
- Start one regular two-way dialogue channel
- Let one team create their own content
- Close the feedback loop on something publicly
- Train 5 stakeholders on the new approach
Month 3:
- Measure and share your results
- Expand to more projects
- Celebrate wins publicly
- Adjust based on what you’re learning
Final thought: Inclusive Internal Communications isn’t about perfect execution. It’s about genuinely believing your employees are partners who make your work better.
Start small. Stay consistent. Watch what happens when you stop talking AT people and start working WITH them.
Continue Your Journey:
- Read more at www.aniisu.com
- Get the book: “Inclusive Internal Communications”
- Share your wins and challenges: What changed when you tried this approach?
Thank you for choosing partnership over control. Your employees and your organization will be better for it.line. One more module to go!
