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Forbes
10 hours ago
- Business
- Forbes
20 Tips For Facilitating CEO Transitions
When a new CEO steps into the spotlight, internal communications teams play a pivotal role in shaping how the transition is perceived across the organization. The first impression employees form of their new leader often comes through the messages you craft, so timing, tone and transparency matter. A smooth transition is all about timely announcements, plenty of team interactions and creating space for trust to grow. To that end, 20 Forbes Communications Council members share practical steps you can take to guide your organization through this change in leadership. Internal comms pros can communicate, connect and collaborate. It's imperative to communicate clearly and promptly with employees. Engage with teams and allocate time for the CEO to meet with employees face-to-face. Jump into team meetings and articulate the objectives clearly. Activate the 100-day campaign where updates are scheduled every week for the first 100 days to communicate progress and strategy. - Alanood Aldhaher, American University of Sharjah Create a 90-day plan for socializing the new CEO within the company. This should include a listening tour and other opportunities for employees to provide feedback. Have the CEO reflect on what they are hearing. Employees will want to know how their lives will change under the new leader—giving them a voice throughout the transition will make them feel more included on any changes. - Patrick Holmes, Veteran Benefits Guide When a new CEO joins, there should be a series of proactive digital and physical touchpoints to introduce the leader personally, as well as communicate the leader's vision for the company. This will build trust and help align the organization under the new leadership. - Krystle Craycraft, NyTex Partners The first 90 days are key for visibility, listening and two-way communication. Plan events such as company town halls and other opportunities for employees to ask the new CEO questions about their approach and strategy for the business. Ensure the CEO is visible and responsive in internal communications as they ramp up. - Sheryl Seitz, C4 Ventures Emphasize an employee-first approach. I've seen too many employees find out about a new CEO from the front pages. Media coverage should be concurrent with internal announcements. There also must be clear messaging about the implications for the company, the various departments and employees. The internal communications team should continue to push management to prioritize relaying information. - Andrew Frank, KARV Forbes Communications Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. Do I qualify? A new CEO is a powerful opportunity to align employees with the vision of the company's leadership and to help each individual see how their role contributes to that success. But nature hates a vacuum, so move quickly to help the new CEO articulate and communicate that vision—also look for ways to help employees feel they know the new CEO as a human being and not just a title. - Elizabeth Baskin, Tribe, Inc. Connect the new CEO to the front line and middle management with every opportunity. When the CEO visits a company site for orientation, set up small meet-and-greet groups with informal agendas. Make it a listening tour more than anything else. This gives employees more direct access to the new chief executive while providing diverse insights from employees to the CEO. - Mark Dollins, North Star Communications Consulting One of the most overlooked but powerful steps internal comms can take is to narrate the transition in real time. Don't just announce the new CEO. Tell the story as it unfolds. Explain: Why did the change happen? What did the process look like? What can employees expect next? This builds transparency, reduces speculation and brings people along instead of leaving them behind. - Sara Payne, Inprela Communications When a new CEO joins, one thing that really helps is introducing him or her in a genuine, relatable way. Share who this person is, what they stand for and what they're excited to bring to the company. A short video, a Q&A or even a casual town hall goes a long way. It helps people feel included, reduces uncertainty and sets the tone for a smooth transition. - Luciana Cemerka, TP A new CEO's arrival is like launching a new brand, especially in turnarounds. Given that CEO hiring and performance oversight are core board duties, the board must be visible in the CEO rollout and ensure that marketing, communications, and HR lead with clarity. Starbucks got this right as Board Chair Mellody Hobson and CEO Brian Niccol modeled a high-trust launch that protected brand and stakeholder value. - Toby Wong, Toby Wong Consulting Shared context lowers stress levels. So, start by planning a live, all-hands AMA within the first few days of the new CEO's arrival, where staff submit questions anonymously and comms crafts candid replies linking the leader's vision to existing culture. Quick and empathetic transparency can turn uncertainty into collective momentum. - Jamie Elkaleh, Bitget Wallet Give the new CEO a voice before they ever speak. Share a playlist, a handwritten note or a photo of their hiking trip. Humanizing them through unconventional signals builds curiosity and trust faster than polished bios ever could. It makes the transition feel personal, not procedural. - Cade Collister, Metova There's already a lot of great advice out there on this topic. However, it is based on the assumption that internal comms pros are fully looped in. The most essential step to take during a new CEO transition is to make sure internal comms are engaged from the very early stages all the way through the transition period. Be a partner in the process and bring everyone along on the journey. - Barnaby Pung, Merit Network Schedule listening sessions for the new CEO within the first 30 days with as many key constituents as possible. Any time there is a change at that level, people get nervous. Change is inevitable since they didn't bring in the new person to just keep the status quo, but the agenda will be better absorbed if people feel like they got the opportunity to be heard. - Ted Hong, Solera Health Focus the messaging on why this CEO is the right fit for the future. Highlight their strengths, vision and what they bring to the table. When internal comms leads with excitement and clarity, not fear of change, it builds confidence, aligns teams faster and sets a positive tone for the transition. - Prateek Panda, Partner early with the CEO to craft a clear, authentic introduction plan, one that shares their vision, values and communication style. This builds trust, reduces uncertainty and sets the tone for transparency and alignment from day one. - Cody Gillund, Grounded Growth Studio Don't treat a new CEO's arrival like a top-secret operation! Internal comms pros should prioritize transparent and proactive communication from the moment the announcement is made. This upfront approach combats rumors and anxiety, fosters a sense of inclusion and allows employees to start aligning with the new leadership's vision from day one. - Patrick Ward, NanoGlobals Don't fall into the "100 days" trap. Great CEOs manage for the next decade, not the next few months. Think through the strategic positioning of everything you ask the CEO to say or do, and imagine how it will age over the years. - Bob Pearson, The Next Practices Group When a new CEO steps in, one of the best things internal communications can do is help the team understand that change is coming, and that's not bad. It starts with honest, human messaging that sets the tone: New leadership means fresh vision, and yes, our way of working might shift. But we don't lose our footing if we stay open and aligned. We grow together. - Rich Bornstein, Bornstein Media Employees are generally wary of uncertainty. Proactively sharing key aspects of a succession plan even before the CEO officially joins the team is an important step that internal comms pros can take to ensure a smooth transition. Addressing questions like "why now?" and "what does the transition mean for the company?" are just as important as who. The first two can be shared well in advance to reduce uncertainty. - Rekha Thomas, Path Forward Marketing
Fast Company
04-06-2025
- Business
- Fast Company
The most underrated change agent in your company? Your middle manager
When organizations face disruption, whether it's a corporate restructuring, the sunsetting of a product line, or a shift in return-to-office policies, executive teams often turn to internal communications professionals to guide the messaging and navigate change. However, there's a missing link in this equation: the middle manager. As an employee communications cloud platform, we at Staffbase are always looking at what (and who) is impacting the effectiveness of those communications most. Our recently released communication impact study found that direct managers are the most trusted source of information for U.S. employees. Fifty-five percent of respondents reported that their immediate supervisor is their preferred communication channel, and 56% said they place a 'great deal' of trust in them. Despite that trust, there's a glaring disconnect: Non-desk workers, those on the frontlines in healthcare, manufacturing, transportation, logistics, and retail, say they are consistently less well-informed than their desk-based colleagues. Simply put, companies can't afford for frontline workers to miss out on their communications efforts. Internal comms teams can set the strategy together with executive leadership, but they must put the effort into fostering the pipeline that supports middle managers who bring these communications to life. The current state of the world is leading many organizations to lay off middle managers, but that's a grave error, severing one of the most vital communications lifelines between upper management and their workforce. Why internal comms can't go it alone The pandemic, ongoing economic volatility, and evolving employee expectations have fundamentally reshaped how companies communicate. In many cases, internal comms teams have shrunk, been centralized to one part of the organization, and generally had their reach stretched thin. The best communications in the world mean little if they aren't reinforced and humanized by the people employees interact with daily. Our research revealed that only 10% of non-desk workers are very satisfied with the internal communication at their companies. Furthermore, nearly 60% of employees who are considering quitting cite poor communication as a significant contributing factor. The implications are clear: If companies want to improve retention, reinforce change, and build trust, they must focus on improving both the quality and consistency of communications with all levels of employees. Since middle managers are one of the most trusted sources of information, organizations need to work toward empowering them to become stronger communicators who can provide that consistency and quality across the business. Closing the information gap between desk and non-desk workers One of the most striking findings in our study was the communication divide between desk-based and non-desk employees. While 67% of desk-based workers say their managers keep them well-informed, that number drops to 48% for frontline workers. This gap is about both access and equity. Frontline employees are often the most critical to day-to-day operations, yet they're also the least likely to receive timely or high-quality updates. Many don't use company email or sit at a desk, meaning they rely heavily on their direct managers to pass down critical information. When that chain breaks, confusion, misinformation, and disengagement follow. Creating dedicated communication processes can better equip managers with the knowledge and ability to deliver key information to those who struggle to receive it most. Tech can be a huge boon in this process. While there's no all-encompassing app that can replace employees' trust in their managers, utilizing an employee app as a main communication channel can help improve frontline access to information. These tools must be paired with training that ensures managers are both enabled and motivated to properly pair these communications channels with necessary in-person communications. Through posts, comments, and real-life conversations, managers will be better equipped to provide the communications support their various employees need. Coaching managers to lead communication, not just tasks We often assume that people management is synonymous with people leadership. However, just because someone oversees a team, doesn't mean they've been trained to navigate tough conversations, deliver clear change updates, or answer sensitive employee questions. Managers can subsequently become bottlenecks, delivering incomplete or inconsistent messages—or worse, avoiding communication altogether. That's where communications coaching comes in. High-performing organizations are starting to view manager communication as a core competency, rather than a desirable trait. They're investing in tools and training that help managers distill key messages, understand the 'why' behind changes, and create space for team dialogue. They're offering templates, talking points, and even in-the-moment coaching for big moments of transformation. The payoff is significant. When it comes to leadership communication, 91% of employees who say that the vision and strategy are 'very clear' also report being very or somewhat happy in their jobs. When managers communicate well, employees are more likely to feel connected to the company's mission, confident about their future, and have clear expectations. What does this look like in practice? Leading organizations are rethinking internal communication as a shared responsibility. They're not asking comms teams to carry the burden alone, they're making it a joint effort between leaders, HR, and middle managers. First, turn to training. Create or bring on formal communications training for all middle managers and leaders of the organization. This will help create a standard for the entire company and unify the skills for every voice across the business. Second, conduct an audit of your current systems and protocols to identify what tools are working well, which audiences are being underserved and what messages have resonated well to date. Third, create a set process for announcements, change and crisis communications. A team with representatives from the aforementioned core groups can work together to create toolkits and talking points that will help translating key messages much simpler and more direct for managers. Leadership may question the investment of time and money into the above efforts, so employee communications teams should work to measure success along the way. Develop a framework that measures the ROI of your communication efforts by tracking metrics like employee satisfaction, behavioral shifts, and impact on critical business goals. Doing so can help shine a light on the bottom line value of these efforts and create further buy-in across the entire team. In moments of uncertainty, employees don't need perfect messaging. They need consistency and transparency, and more than anything, they need to hear it from someone they trust.
Yahoo
16-05-2025
- Business
- Yahoo
Strategic Internal Communications Annual Conference (Boston, United States - July 15-17, 2025)
Join the Strategic Internal Communications Conference for a dynamic 3-day event where you can reconnect with peers and explore internal communications challenges. Learn from industry leaders about crisis communication, employee engagement, DEI integration, AI's transformative role, and more. Benefit from interactive workshops and practical case studies, enhancing your skills to deliver impactful communication strategies. Don't miss the chance to network and gain actionable insights from leading practitioners. Dublin, May 16, 2025 (GLOBE NEWSWIRE) -- The "12th Annual Strategic Internal Communications - East (Boston, United States - July 15-17, 2025)" conference has been added to offering. During this 3-day conference, you'll have the chance to reconnect with peers, explore the internal communications challenges they're facing, and discover the strategies they're using to overcome them. Attending a Strategic Internal Communications conference offers a dynamic learning experience, covering key topics like communication strategies, crisis response, employee engagement, diversity and inclusion, storytelling, data-driven decision-making, stakeholder management, executive communications, and networking. Learn from industry leaders, collaborate with peers, and sharpen your skills to deliver impactful internal communication strategies, including: Gain expertise in crisis communication to confidently steer your organization through challenging situations. Discover actionable approaches to enhance employee engagement and nurture a thriving workplace culture. Integrate diversity, equity, and inclusion principles into your communication framework for meaningful impact. Explore the transformative role of AI in internal communications. Harness the power of storytelling to create authentic and memorable brand narratives. Leverage data-driven insights to evaluate communication effectiveness and inform strategic decisions. Learn advanced techniques for managing stakeholder relationships across diverse platforms. Refine executive communication skills to inspire, influence, and drive team success. Managing DEI in today's changing environment and how to use strategic communications to maintain your culture. Benefits Of The 3-Day Pass Maximize your time by signing up for the Pre-Conference Workshops Thought leaders and experts on corporate communications lead interactive Pre-Conference Workshops. Each small group session will prepare you for the conference the following day, provide you with practical answers to questions that keep you up at night, and inspire you to creatively tackle your most pressing corporate communications challenges. Benefits Of Attending This Conference Access to internal communication practitioners from leading organizations with real examples and proven strategies through real-world case studies and intimate, interactive workshops Networking list for attendees to continue the conversation after the conference Interactive sessions allowing you to work with your strategic internal communications peers Certificate of attendance for CEUs Opportunity to meet with peers face-to-face while remaining safe Guaranteed extensive, how-to instruction about elevating strategic internal communications that you can use immediately Opportunity to have your most pressing questions on strategic internal communications answered in real-time Who Should Attend: This conference is designed especially for senior-level professionals and their teams responsible for shaping and executing on their organization's communications strategy for both external and internal audiences: Internal communications Employee communications Employee Experience Corporate communications Employee engagement Global communications Public relations Brand Communications Human resources Strategic Communications Change management Corporate intranets Digital communications Corporate affairs Conference Agenda: Pre-Conference Workshops - 07/15/2025 Workshop A: Bringing Your Organization's Purpose To Life: How To Activate Purpose And Help Your People Thrive And Your Organization Perform Steven Fitzgerald, Co-Founder & President - Habanero Consulting Mallory O'Connor, Practice Lead, Culture and Transformation - Habanero Consulting, Inc. Workshop B: Purpose-Driven Connections: How to Engage Fully Without Burning Out Kelsey Buckholtz, Director of Communication Strategy - Local Wisdom Workshop C: Ready for Takeoff? How to Help Your Culture Soar Gabriel Galdamez, Strategic Communications Consultant - Hola Gabriel Lydia Ivy, Director, Internal Communications - College Track Workshop D: Behind the Mic: 6 Surprising Lessons from 100+ Comms Pioneers Katie Macaulay, Managing Director - AB Day 1: General Sessions - 07/16/2025 Chairperson's Welcome & Speed Networking Cody Loveland, Founder & Owner - CBL Leadership Group Cutting Through the Noise: A Smarter Approach to Internal Communications Engagement Matt Goldberg, Corporate Communications Manager - Akamai Technologies Transforming Employee Engagement: How Simpplr Powers the Future of Internal Communications Making Your Intranet Impossible to Fail: The Story of Vitality Hub Teresa Palase, Director of Communications - Pharmavite Pinaki Kathiari, CEO - Local Wisdom How to Use AI to Bring Your Stories to Life with Video: Elevating Internal Communications Interactive Strategies for Strengthening Internal Communication Cody Loveland, Founder & Owner - CBL Leadership Group Transform your Communications and Reach Everyone, Everywhere: Boost Employee Engagement and Elevate your Culture with a Mobile-First Strategy Afternoon Refreshments, Networking Break + Demo From Your Sponsors Inbox Influence: Leveraging Email for Powerful Internal Communications Panel: Employee Engagement and Culture Building Heather Neisworth, Internal Communications Lead - Salute Chandler Williams, Senior Communications Associate - Baylor College of Medicine Moderator: Cody Loveland, Founder and Owner - CBL Leadership Group Day 2: General Sessions - 07/17/2025 Day 2 Kick Off & Chairperson Address Cody Loveland, Founder & Owner - CBL Leadership Group Communicating While Drowning: Leadership Communications when All the Things Are Changing Sarah Hay, Vice President, Employee Communications - American Tower Using a Mobile App to Engage and Reach A Diverse and Dispersed Workforce Interactive Session: Choose Your Own Adventure - Change through Communication Naomi Chusid, Strategic Operations & Engagement Manager - ABC Fine Wine & Spirits Panel: Leadership's Role in Effective Internal Communication Steven Fitzgerald, Co-Founder & President - Habanero Consulting Mallory O'Connor, Practice Lead, Culture and Transformation - Habanero Consulting, Inc. Key Takeaways, Conference Wrap-Up Speakers Teresa Palase, Director of Communications | Pharmavite Aisha Al Marzooqi, Acting VP - Corporate Communications & CSR | ADNOC Group Greg Artkop, Director of Public Affairs, Communications & Sustainability | Coca-Cola Southwest Beverages Tovah Locke, Senior Director of Strategic Communication | Compass Group, USA Eric Haman, Director, Global Corporate Communications | West Pharmaceutical Services Aatif Khan, Director, Ratings Communications | S&P Global Ratings Liz Hogarth, Internal Communication & Engagement Consultant | Workvivo by Zoom Tristan Cohen, VP Customer Success | Blink Emily DeVito, Communications Manager | CDTA Jaime Kazlo, Director of Corporate Communications | CDTA Heather Neisworth, Internal Communications Lead | Salute Chandler Williams, Senior Communications Associate | Baylor College of Medicine Matt Goldberg, Corporate Communications Manager | Akamai Technologies Katie Macaulay, Managing Director | AB Kelsey Buckholt, Director of Communication Strategy | Local Wisdom Gabriel Galdame, Strategic Communications Consultant | Hola Gabriel Lydia Ivy, Director, Internal Communications | College Track Steven Fitzgerald, Founder & President | Habanero Consulting Inc. Mallory O'Connor, Practice Lead, Culture and Transformation | Habanero Consulting Inc. Michelle Ross-McMillan, Sr. Consultant, Technology Innovation Analyst | Nationwide Pinaki Kathiari, CEO | Local Wisdom Sarah Hay, Vice President, Employee Communications | American Tower Cody Loveland, Founder & Owner | CBL Leadership Group For more information about this conference visit About is the world's leading source for international market research reports and market data. We provide you with the latest data on international and regional markets, key industries, the top companies, new products and the latest trends. CONTACT: CONTACT: Laura Wood,Senior Press Manager press@ For E.S.T Office Hours Call 1-917-300-0470 For U.S./ CAN Toll Free Call 1-800-526-8630 For GMT Office Hours Call +353-1-416-8900
National Post
15-05-2025
- Business
- National Post
CIBC Innovation Banking Provides ContactMonkey with Growth Capital Financing
Article content TORONTO — CIBC Innovation Banking announced today that it has provided growth capital financing to ContactMonkey, a portfolio company of Updata Partners. The company will use the financing to continue growing its reach globally and expand product offerings to new and existing customers around the world. Article content Article content ContactMonkey is an internal email platform used by over 10,000 communicators worldwide. The platform integrates with commonly used applications such as Microsoft Outlook, Microsoft Teams and major human resource information software (HRIS) platforms, helping users engage employees across their organization. Article content 'We are excited to partner with the CIBC Innovation Banking team to support our next phase of growth,' said David Dean, CFO at ContactMonkey. 'This agreement provides us added flexibility and opportunity as we continue to enable more organizations to deliver engaging and effective communications worldwide.' Article content 'We are excited to support the ContactMonkey team as it continues its growth and leadership within the internal communications space,' said Ab Makalo, Director, CIBC Innovation Banking. 'Our team looks forward to helping ContactMonkey scale as it expands its robust offering globally.' Article content CIBC Innovation Banking has 25 years of specialized experience in growth-stage tech and life science companies across North America – a longer track record than most banks. CIBC Innovation Banking now has over $11 billion in funds managed including life sciences, health care, cleantech companies, investors, and entrepreneurs, and has assisted over 700 venture and private equity-backed businesses over the past six and a half years. The bank operates out of 14 global locations in San Francisco, Menlo Park, New York, Toronto, London, Austin, Boston, Chicago, Seattle, Vancouver, Montreal, Atlanta, Reston, and Durham. Connect with us today to start the conversation. Article content ContactMonkey is the internal email platform trusted by over 10,000 internal communicators worldwide. Reach employees at every corner of your organization, ensuring that essential company announcements, life-saving alerts, and critical updates are delivered promptly. With data-driven insights, understand what truly resonates with your employees, and refine your communication strategies for optimal engagement. Article content Article content Article content Article content Article content Article content
