Whether organizational change results from a merger, acquisition, new venture, new process improvement approach, or any number of flavors-of-the-day management fads, employee communications can mean the success or failure of any major change program. The Strategic Employee Communication Model with the best practice definitions, which are composites of effective employee communication examples collected from researching selected Fortune 500 companies, help management understand the strategic role of employee communication in a high-performing company. The model functions as an analytical tool to diagnose a company's strengths and weaknesses in employee communication so that the company can structure the change communication program and position communication to facilitate the overall change program. In this paper, I explain the Strategic Employee Communication Model and best practice definitions, demonstrate a change communication approach to improving employee communications using the Strategic Employee Communication Model, and provide a case study of the successful use of the model and approach during a major change program. ________________________________________________________________

PurposeThis article is designed to help senior managers be better leaders by being better communicators. The article explains my original concept of “leadership communication” and provides an original framework to help map out the levels of communication ability business leaders need, including developing a positive ethos and emotional intelligence.Design/methodology/approachThe objectives are achieved by providing specific and practical definitions and illustrations. The article is based on research on leadership, communication, and emotional intelligence and on extensive experience coaching and working with executives.FindingsI found that the best business leaders share similar, specific characteristics of good communication that fall into three major groups: core (strategy, writing, speaking), managerial (emotional intelligence, listening, coaching, teams, meetings), and corporate (communicating with all internal and external stakeholders).Research limitations/implicationsFuture research could include further developing the leadership communication concept by adding to the framework as I discover other major capabilities needed by business leaders.Practical implicationsAll managers can apply my definition of leadership communication and my framework. I have witnessed the improvement managers can make in their leadership ability by focusing on the communication capabilities discussed in my article.Originality/valueMy concept, definition, and framework are all new. The value is in helping managers improve their communication abilities and recognize the importance of emotional intelligence in effective business communication. It is important for all managers and for teachers/coaches who work with them as well.

FOR THE COMMUNICATION PROGRAM at Rice University's Jones Graduate School of Management, we have established the following as our mission: • to provide the instruction, guidance, and resources for students to improve their oral, written, and interpersonal communication skills • to ensure students possess the knowledge and confidence in individual and team communication to assume future organizational leadership roles.

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