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Structure your efforts - including the sequencing of messages and the creation of a formal deliverable
Start earlier - even if you do not have all the answers, share what you can and share when more answers are expected
Communicate more often - frequent communications are critical to successful change management
Answer the questions people have - avoid focusing on the details and instead focus on the reasons for the change and the personal impacts of the change
User preferred senders - senior leaders for business messages; immediate supervisors for personal messages