United Kingdom · Business transformation and change · Lead (8-12 years)

Change Communications Lead

As a Change Communications Lead / Manager, you transform complex shifts into clear, human stories everyone can follow.

Here is the whole job, in plain words. What it is, a real day, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

See how AI is changing this job, and get the full read by email.

Start my free Data Fluency module

As a Change Communications Lead, a good place to start on Data Storytelling for Impact is Turning Workplace Data into a Recommendation, a free Future Fluency module at Level 3. You'd practise turning the figures you already see at work into a recommendation someone will act on.

Free to start, no card.

Keep this job description

Where should we send it?

One email: what AI is changing in this job, the new skills it asks for, where it leads, and where to start free. With a link back here. Nothing else follows unless you confirm your address.

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Experience bandLead (8-12 years)
Direct reportsNo direct reports
Reports toHead of Business Transformation or Programme Director
UK framework levelUsually a professional owning their own work, or leading a small team

Also advertised as Lead Change & Comms Specialist · Senior Change Communications Manager (Project) · Transformation Communications Lead

Built on 43,079 real UK job descriptions we analysed · grounded in what real qualifications cover

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

IAO Level 3 Diploma in Leadership and Management Innovate Awarding · Level 3 · covers 1 of 14 standards

Level 6 Award in Leading Organisational Change Institute of Sales Professionals · Level 6 · covers 1 of 14 standards

Level 6 Certificate in Professional Sales Institute of Sales Professionals · Level 6 · covers 1 of 14 standards

iCQ Level 5 Diploma in Leadership for Health and Social Care and Children and Young People's Services (England) iCan Qualifications Limited · Level 5 · covers 1 of 14 standards

Focus Awards Level 4 NVQ Diploma in Customer Service (RQF) Focus Awards Limited · Level 4 · covers 1 of 14 standards

Pearson Edexcel Level 4 NVQ Diploma in Business Administration Pearson Education Ltd · Level 4 · covers 1 of 14 standards

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Change leadership IAO Level 3 Diploma in Leadership and Management

Lead Organisational Change Level 6 Award in Leading Organisational Change

Facilitate change in health and social care or children and young people’s settings iCQ Level 5 Diploma in Leadership for Health and Social Care and Children and Young People's Services (England)

Initiate and implement operational change Focus Awards Level 4 NVQ Diploma in Customer Service (RQF)

The future skills this job leans on

AI Fluency working with AI as a thinking partner

Data Fluency turning numbers into a decision

AI Governance Fluency using AI responsibly

Systems Fluency seeing the whole picture

Your Plan Illustration

Built for Change Communications Lead

4 units that map to this job, from the qualifications that cover it.

Change leadership Innovate Awarding · covers 1 of 14 standards Level 3
Lead Organisational Change Institute of Sales Professionals · covers 1 of 14 standards Level 6
Facilitate change in health and social care or children and young people’s settings iCan Qualifications Limited · covers 1 of 14 standards Level 5
Initiate and implement operational change Focus Awards Limited · covers 1 of 14 standards Level 4

These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

2AI and this work

Will AI change your work as a Change Communications Lead?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

How the AI economy is changing work like this

A broad read on this kind of work, not an analysis of this job on its own. Roles that share a pattern get the same answer here.

Fading: AI does more of this

AI is starting to handle the drafting of initial communication outlines and summarising meeting notes.

→

Rising: worth more because of AI

Your ability to craft nuanced, targeted messages that resonate emotionally becomes even more valuable.

The new skills this role is being asked for

Data Storytelling for Impact
Digital Ethics & Misinformation Management

Why each one is rising

The future skills this job leans on

AI Fluencyworking with AI as a thinking partner
Data Fluencyturning numbers into a decision
AI Governance Fluencyusing AI responsibly
Systems Fluencyseeing the whole picture

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

What happens when you start

Next, a free account. We build your Change Communications Lead plan as you set up, starting with the free Data Fluency module. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

Ready to pay? Subscribe for £70 a month

Keep this read. One email with what AI is changing in this job, the new skills it asks for and where to start free. Nothing else follows unless you confirm your address.

3What this role really is

We see you

You sometimes wonder if AI will make your role redundant, but deep down, you know that the human touch in storytelling can't be replicated. It's a bit daunting but also exciting to think how AI could free you from mundane tasks.

A Change Communications Lead explains big changes at work, helping people understand what is happening, why it matters, and what to do next. The job means turning complex plans into clear messages people can act on.

4A day in the life

Not a job advert. A real day, built from what this role actually holds.

08:45

You kick off the day by reviewing the latest change readiness scores with your team, celebrating small victories and identifying areas that need a little more narrative magic.

11:00

You're in a virtual meeting with senior stakeholders, advocating for the resources needed to amplify your change communications strategy.

14:30

You dive into editing the latest batch of programme communication materials, ensuring they're clear, compelling, and on-brand before they go live.

16:15

You wrap up the day with a one-on-one coaching session for a junior team member, guiding them through a tricky stakeholder mapping exercise.

5What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

MS Teams / Slack Advanced

Designing channel architecture for major projects, leveraging integrations (e.g., Polly for quick polls), and training change champions on advanced features to drive two-way comms.

SharePoint / Confluence Advanced

Designing and building new intranet sites or knowledge spaces for transformation programmes, setting up complex permission structures, and creating page templates for project teams to use.

Poppulo / Mailchimp (or similar internal comms platform) Advanced

Designing new email templates, performing A/B testing on subject lines and content, dynamically segmenting audiences, and building multi-step comms journeys for different employee groups.

Canva / Figma Intermediate

Developing new visual concepts and templates for change campaigns, creating engaging infographics, and designing short animated GIFs or videos for internal social channels. You won't be a full-blown designer, but you'll know your way around.

SurveyMonkey / Qualtrics Advanced

Designing complex surveys with various question types, analysing results to identify trends in sentiment and understanding, and creating reports with actionable insights for programme leadership.

Power BI / Tableau Intermediate

Connecting data sources (e.g., survey results, intranet analytics) to build new, single-purpose dashboards that track comms engagement and sentiment for specific change projects. You'll need to visualise your impact.

Asana / Jira (or similar PPM tool) Advanced

Building and managing the comprehensive comms project plan for your programme, creating dependencies, assigning resources, and reporting on progress and blockers to the wider programme team. You'll keep things organised.

6What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choice	Coming in	Where you are now	The step above
Comms Strategy & Plan Design	Follows templates, input provided by supervisor.	Proposes elements of a plan, seeks approval for overall approach.	Designs and owns the full comms strategy for a smaller project; consults on major elements.
Messaging & Content Approval	All content reviewed and approved by supervisor.	Drafts content, requires approval from manager and relevant stakeholders.	Drafts and self-approves routine content; seeks approval for sensitive or executive comms.
Budget Allocation (Comms Specific)	No budget authority; requests resources from supervisor.	Manages small project budgets (up to £5K) with manager oversight.	Approves comms spend up to £10K for specific initiatives; consults Director for more.
Stakeholder Engagement & Conflict Resolution	Escalates all stakeholder issues to supervisor.	Manages routine stakeholder requests; escalates conflicts.	Manages most stakeholder relationships and resolves minor conflicts independently; consults Director on major disagreements.

7How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

Message Recall & Understanding

How well employees remember and understand the core messages of a change programme.

Target · Achieve 80%+ recall of 3-5 key messages in post-campaign pulse surveys.

After a new system launch, a pulse survey shows 85% of staff can correctly identify the top 3 benefits communicated, up from 40% pre-campaign.

Change Champion Network Effectiveness

The perceived effectiveness and engagement of our network of internal change advocates.

Target · 85% of change champions report feeling well-equipped, informed, and supported to deliver messages.

Our champion survey shows 90% agree with 'I feel confident explaining the change to my team', compared to 60% at the start of the programme.

Intranet/Comms Platform Engagement

The level of interaction with key change-related content on our internal platforms.

Target · Achieve 60%+ average open rates and 20%+ click-through rates on critical change communications.

A key intranet article about a new HR policy got 70% views and 25% clicked on the 'Learn More' link, showing high interest.

Feedback Loop Closure Rate

How quickly and effectively we respond to questions and concerns raised through formal feedback channels.

Target · Respond to 90% of champion network questions within 2 working days; close 75% of identified feedback themes within a month.

Last month, 92% of champion queries were answered within 48 hours, and 4 out of 5 common concerns identified in the pulse survey were addressed through follow-up comms.

Stakeholder Trust & Influence

Being seen as a trusted advisor by senior programme leaders and key business VPs.

You're proactively invited to strategic planning meetings, your input is sought on critical programme decisions, and leaders often refer to your comms plans as 'the gold standard'. They'll ask for your opinion on tricky situations, not just for you to 'send an email'.

Narrative Cohesion & Impact

The ability to craft and maintain a consistent, compelling story around the change, even when things get messy.

Employees (and leaders) consistently use the same language and 'why' for the change that you've articulated. Feedback from town halls or surveys mentions clarity and a strong sense of direction. People will say things like, 'Finally, someone explained it properly.'

Resistance Identification & Mitigation

Proactively spotting potential areas of resistance and developing communications strategies to address them head-on.

You present early warnings of resistance based on your channels (e.g., champion feedback, sentiment analysis) and propose effective comms interventions. Programme leaders rely on your insights to adjust their approach, rather than being surprised by backlash.

Quality of Manager Talking Points

The usefulness and effectiveness of the materials you provide to people managers to help them communicate change to their teams.

Managers consistently praise the clarity and completeness of your talking points and FAQs. They report feeling confident and prepared for team discussions. You'll get unsolicited emails saying 'Thanks, that really helped me explain it.'

8Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy

Making a Tangible Difference

You thrive on seeing your communications lead to real change—people understanding a new process, adopting a new tool, or feeling less anxious about a big shift. It's not just about clicks; it's about impact.

You get a message from a team leader saying, 'Your comms really helped my team understand why we're doing this. They're actually excited now!'

Solving Complex Communication Puzzles

You enjoy taking a really messy, complicated project with lots of different angles and figuring out the clearest, most effective way to explain it to diverse audiences. It's like being a detective for clarity.

You're given a new compliance regulation and tasked with explaining it to staff in a way that's both accurate and doesn't sound like a legal textbook.

Building Trust & Credibility

You're driven by the idea of being a reliable source of truth during times of change. You want people to trust what you say and know that you're looking out for their best interests, even when the news is tough.

You've built such a good reputation that when a sensitive announcement needs to go out, leaders immediately come to you for advice on messaging and timing.

What frustrates people

The Last-Minute Scramble: Getting an 'urgent' request at 4:55 PM that contradicts the week's planned comms and requires immediate action.
Death by Committee: Your clear message gets edited by 12 different stakeholders, resulting in jargon-filled corporate-speak that pleases no one.
Being the Messenger: Taking the full force of employee anger for a change poorly designed by another department.
The 'Say-Do' Gap: Crafting comms based on what leaders say they'll do, only to see their actions contradict it, instantly destroying your credibility.
Measurement Ambiguity: Being asked to 'prove the ROI' of comms when the only available metrics are soft (e.g., open rates) and not tied directly to business outcomes.

What this role does not give you

Complete creative freedom for every communication—there are always brand guidelines and stakeholder approvals.
A quiet, predictable routine—expect constant shifts in priority and urgent requests.
Guaranteed popularity—you'll sometimes be communicating tough news.
Direct control over the changes themselves—you communicate them, you don't design them.

9Who you work with

This role directly impacts the success rate of our major transformation programmes. Your work ensures employee understanding, reduces resistance, and accelerates the adoption of new systems or processes. Get it right, and we save millions in lost productivity and training. Get it wrong, and projects stall, morale drops, and we might even face increased attrition.

Inside the business

Programme Director & Project Managers
Senior Business Leaders (VPs, Heads of Department)
HR & People Team
Legal & Compliance
IT & Technology Teams

Outside the business

External Consultants (where applicable)
Vendors (for comms tools)
Industry bodies (for best practice)

10What you need before you start

Not a wish list. The things you would be expected to already have.

Proven experience (roughly 5-8 years) as a Senior Change Communications Specialist or similar role, where you owned end-to-end comms plans for medium-sized projects.
A strong portfolio of successful change communication campaigns that demonstrate your ability to craft compelling narratives and drive engagement.
Experience advising and influencing senior stakeholders (Director level) on communication strategy.
A track record of managing multiple concurrent communication workstreams and delivering under pressure.
Demonstrable experience using internal communications platforms (e.g., Poppulo, SharePoint) and survey tools (e.g., Qualtrics) to measure impact.

11What to practise next

Where the job is going, and what to do about it starting this week.

Advanced AI Prompt Engineering

Generative AI is here to stay. Your ability to craft precise, effective prompts will determine how much value you get from these tools. It's the difference between a generic output and a perfectly tailored draft that saves you hours.

Context Windows & Token Limits · Persona & Tone Directives · Output Validation & Hallucination Detection · Prompt Chaining for Complex Tasks

This week: Dedicate 30 minutes daily to experimenting with ChatGPT or Claude for various comms tasks.
This month: Find and follow 2-3 prompt engineering experts on LinkedIn or Twitter for tips.
Next quarter: Attend an online workshop on advanced prompt engineering specifically for content creation.
Month 4-6: Build a library of your most effective prompts for different comms scenarios.

Quick win: Use AI to draft 80% of your internal emails and meeting summaries today. Just make sure you edit them carefully!

Low-Code/No-Code Automation for Comms Workflows

Tools like Zapier, Power Automate, or even advanced features in SharePoint are allowing comms professionals to automate repetitive tasks without needing to code. This frees up huge amounts of time for strategic work.

Workflow Mapping · Integration Logic · Conditional Logic · Data Security in Automation

This month: Identify one repetitive comms task you do weekly and research if it can be automated with existing tools (e.g., Power Automate).
Next quarter: Complete a basic tutorial for Zapier or Power Automate, focusing on connecting 2-3 comms tools.
Month 4-6: Implement one small automation in your workflow (e.g., automatically post new intranet articles to a Teams channel).
Ongoing: Share your automation successes and challenges with the team to foster a culture of efficiency.

Quick win: Set up a simple Zapier automation to get an alert in Teams whenever a new critical survey response comes in.

12Staying current once you are in

What people here do to keep up

Regularly read industry publications and thought leadership from organisations like CIPR, Institute of Internal Communication (IoIC), and Gartner for Communications.
Attend webinars and conferences on change management, internal communications, and digital transformation.
Actively participate in professional networking groups for change communications specialists.
Seek out opportunities to mentor junior colleagues or share your expertise internally.

13The rising capability

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

Data Storytelling for Impact

Simply presenting data isn't enough anymore. Leaders (and employees) want to understand the 'so what?' and the story behind the numbers. As comms become more measurable, you need to be able to translate complex analytics into compelling narratives that drive action.

Visualisation Best Practices
Narrative Structure for Data
Audience-Specific Data Framing
Ethical Data Communication

Digital Ethics & Misinformation Management

With the rise of internal social platforms and generative AI, the spread of misinformation (intentional or not) within organisations is a growing risk. You need to know how to spot it, address it, and proactively build trust in official channels.

Digital Trust Frameworks
Misinformation Detection
Proactive Trust Building
Crisis Response for Misinformation

14What you’ll use

What you’ll use

Skills this role draws on

Technical

Change Management Methodologies (ADKAR, Kotter)
Stakeholder Analysis & Mapping
Narrative Design & Storytelling
Multi-Channel Cascade Planning
Resistance Management & Feedback Loops

15The pathway

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

1
Senior Change Communications Specialist (L3)
3-5 years in previous role
Skills to master
- Owning end-to-end comms for medium projects, advising Director-level stakeholders, basic mentorship, managing multiple comms workstreams concurrently.
You're ready to move on when
- Consistently delivering high-quality, impactful comms for complex projects without heavy supervision.
- Being sought out by project managers for comms advice and strategy.
- Successfully managing stakeholder expectations and navigating minor conflicts.
- Demonstrating proactive identification and mitigation of comms risks.
2
Senior Internal Communications Manager (from a large organisation)
4-6 years in previous role
Skills to master
- Deepening understanding of specific change management methodologies (e.g., ADKAR), translating broad internal comms experience into targeted change comms, managing resistance.
You're ready to move on when
- Experience leading comms for significant organisational initiatives (e.g., new strategy launch, major policy changes).
- Demonstrated ability to influence senior leaders on messaging and timing.
- Strong understanding of organisational dynamics and stakeholder mapping.
- A portfolio showcasing a variety of communication channels and formats.
3
Comms Consultant (from a specialist agency)
5-8 years in previous role
Skills to master
- Adapting external consulting mindset to internal corporate environment, building long-term internal relationships, navigating internal politics, deep-diving into specific company culture.
You're ready to move on when
- Experience advising multiple clients on change communications strategies.
- Strong project management skills and ability to deliver against tight deadlines.
- Excellent client management and presentation skills.
- A track record of delivering measurable comms impact for clients.

16How people get here · where they go next

Came from

Senior Change Communications Specialist (L3)

3-5 years

You mastered executing end-to-end communication plans and leading a Change Champion network.

You are here

Change Communications Lead

Lead (8-12 years)

Goes to

Senior Manager, Change Communications (L5)

3-5 years

This role involves overseeing a portfolio of transformation projects, managing larger teams, and offering high-level strategic counsel.

The long view: This work can lead to senior communications strategy roles, or into broader transformation and internal communications leadership.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Change Communications Lead is actually changing.

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Change leadership, worked against Change Communications Lead.

Change leadership Level 3

Applied to your work in Change Communications Lead

1. To enable the learner to define change management and explain its importance in organisational success. 2. To enable the learner to analyse internal and external factors driving change within an organisation. 3. To enable the learner to conduct environmental analyses to identify potential areas requiring change. 4. To enable the learner to predict potential resistance to change and develop strategies to mitigate its impact. 5. To enable the learner to develop comprehensive change implementation strategies, incorporating appropriate leadership styles. 6. To enable the learner to select suitable leadership styles for specific change initiatives and justify their selection.

The Navigator Last time, we talked about aligning your comms strategy with the business transformation goals. How did your latest stakeholder meeting go?

You It went well, but I feel like I need to refine my pitch for resource allocation.

The Navigator Let's focus on crafting a compelling narrative that highlights the mutual benefits for the stakeholders, using your recent programme data.

How the thinking builds

1 Remember
2 Understand
3 Apply
4 Analyse
5 Evaluate
6 Create

An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

A year from now

A year from now, you confidently lead your team through complex transformations, using AI to enhance your communication strategies while honing your storytelling craft.

See Your Progress Grow Illustration

Change Communications Lead

Change Management Methodologies (ADKAR, Kotter)
Stakeholder Analysis & Mapping
Narrative Design & Storytelling
Multi-Channel Cascade Planning
Resistance Management & Feedback Loops

This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

17The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Change Communications Lead is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

Change Communications Manager (L5)
3-5 years

Move from leading a single major programme's comms to managing a team and overseeing a portfolio of change initiatives across a business unit.
- Enterprise Comms Strategy (developing overarching comms frameworks)
- Vendor Management (managing relationships with external agencies/tools at a strategic level)
- Advanced Analytics & Reporting (integrating data from multiple sources to show holistic impact)
- Executive Storytelling (crafting narratives for C-suite and board-level presentations)

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, you're juggling a lot. Drafting, editing, analysing feedback, tailoring messages... it's a lot. Imagine if you could cut down the grunt work and focus on the strategic, high-impact stuff. Well, you can.

Our AI Productivity Hub isn't just a buzzword; it's a collection of tools and best practices designed to supercharge your change communications. For a Lead, this means less time on repetitive tasks and more time actually strategising, influencing, and making sure our big programmes land properly. We're talking about real, tangible time savings every single week.

First Draft Automation

Use generative AI to create initial drafts of routine communications like weekly project updates, system maintenance alerts, or FAQs. Just feed it bullet points or project notes, and the AI handles the structure and boilerplate language. You then focus on refining the tone and ensuring it hits the mark, rather than staring at a blank page. Honestly, it's a game-changer for speed.

Sentiment Analysis Accelerator

Got loads of open-ended feedback from pulse surveys, town hall Q&As, or Teams channels? Feed it into an AI model. It'll instantly categorise comments by theme (e.g., 'Training,' 'Leadership,' 'Timeline') and sentiment (positive, negative, confused). This helps you identify hotspots of resistance or confusion in minutes, not hours, so you can adjust your comms plan much faster.

Audience Personalisation Engine

Provide a core message to an AI and ask it to generate tailored versions for different audience personas. For example, 'Rewrite this for a skeptical engineering team, focusing on the technical benefits' or 'Rewrite this for the sales team, focusing on how it helps them close deals faster.' This ensures your message truly resonates with each group, without you having to manually re-craft everything.

Change Strategy Research Assistant

Use an AI to quickly research and summarise best practices for communicating a specific type of change. Need to know the top 5 communication challenges during a merger and acquisition, with recommended mitigation tactics? An AI can give you a strategic head start on planning in minutes, saving you hours of digging through articles and reports. It's like having a dedicated research intern, but faster.

Common questions

How do you become a Change Communications Lead?

Common routes in include Senior Change Communications Specialist (3-5 years in previous role), Senior Internal Communications Manager (from a large organisation) (4-6 years in previous role) and Comms Consultant (from a specialist agency) (5-8 years in previous role). Times vary with prior experience.

Where can a Change Communications Lead progress to?

This role can lead on to Change Communications Manager (3-5 years), depending on the skills you build.

What new skills matter most for a Change Communications Lead?

Increasingly, Data Storytelling for Impact and Digital Ethics & Misinformation Management. These are the skills our record of this role lists as growing.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Start my free Data Fluency module What happens next: a free account, then we build your plan as you set up. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.

Change Communications Lead

Where should we send it?

Two short quizzes about you

Will AI change your work as a Change Communications Lead?

What's rising in its place

Data Storytelling for Impact

Digital Ethics & Misinformation Management

Skills this role draws on

Technical

How you actually get there, here

Senior Change Communications Specialist (L3)

Senior Internal Communications Manager (from a large organisation)

Comms Consultant (from a specialist agency)

The credential is what you can do today. These are what keep you valuable.

Roles this leads to

One to one, on the work you already do

A year from now, you confidently lead your team through complex transformations, using AI to enhance your communication strategies while honing your storytelling craft.

Everything else the record holds

The career path, and where it branches

Change Communications Manager (L5)

Where AI is starting to help

First Draft Automation

Sentiment Analysis Accelerator

Audience Personalisation Engine

Change Strategy Research Assistant

Common questions

Want a read on where you stand?