Services › Internal Communications
What we run
External work gets the good creative and internal updates get whatever is left. Your own people are the audience with the most riding on getting it right.
This is where the parent shows. Column 13 has run marketing and creative since 2008, so the program and the thing itself come from the same place rather than one being subcontracted around the other.
Change narrative
And the leadership communication that carries it.
All-hands and kickoffs
Internal launches people actually remember.
Manager cascade
So the message survives the second telling.
Intranets
Internal visibility that gets used, not just built.
The function itself
Operational redesign of how comms runs day to day.
The part that decides it
An executive says it once, in a room, with a deck, having rehearsed. Then forty managers say it again from memory, in hallways and one-on-ones and messages at nine at night, to people who are worried and asking the follow-up questions the deck never covered.
It matters more when your people are not at a desk. On a floor or a shift, the all-staff email is the last place anyone finds out. So we build for the retelling: what a manager needs in hand before the announcement goes out, and where a message has to travel when email is not where your people live.
You cannot control the second telling. You can prepare the person giving it.
Read the argument behind thisThe case
Situation, intervention, result. No client names, because the people work is confidential by nature.
Faith-based diocese · Last ~3 years
A capable communications team that was entirely reactive, responding to whatever arrived and never initiating.
An operational assessment, a staff and vendor reorganization, a process redesign, and an intranet for internal visibility.
New initiatives launching quarterly, with no increase in workload.
Build the system, not more headcount. Published case →
World-class healthcare IT staffing · 2008–2018
In staffing, delighting hiring managers and delighting placed candidates are treated as a trade-off.
Developed the materials and the organizational learning behind a decade of consistent experience on both sides of the placement.
Unprecedented dual NPS: top scores from hiring managers and placed candidates.
Ten-year engagement. The long-run flagship proof.
Tell us what's happening. We'll tell you what we'd do about it, including when the honest answer is that you don't need us.