Strategies For Handling Change - Your Communication Strategy - Say What You Mean And Mean What You

What advice an outcome of feedback?

- What are the aims?

- How much advice is going to be supplied, messages?

- What mechanisms will be utilized

The key EMOTIONAL questions your communication strategy have to address

In regard to the psychological resonance aspect of the communications, John Kotter makes the point that change leaders that are great are great at telling visual stories with high psychological impact. Kotter illustrates this the anecdote of Martin Luther King who failed to stand up before the Lincoln Memorial and say: "I've a great strategy" and exemplify it with 10 good reasons why it was a great strategy. He said those immortal words: "I've a dream," and then he proceeded to show the folks what his dream was - he exemplified his picture of the future and did so in ways that had high emotional impact.

William Bridges focuses around the emotional and psychological impact and facet of the change - and introduces these 3 simple questions:

(1) What is changing? Bridges offers the next guidance - the change leader's communication statement must:- Clearly express goal and the change leader's understanding

- Link the change to the motorists which make it essential

- "Sell the situation before you try and market the solution."

(2) what'll really be distinct due to the change?

(3) who is likely to lose what? Bridges maintains that the situational changes are as easy for firms to make as the people impacted by the change's emotional transitions. Transition direction is all about seeing the specific situation through the other guy's eyes. It really is an outlook depending on empathy. It works with people to bring them and is communication and management process that recognises and affirms them's realities.

5 guiding principles of a great change management communication strategy

So, in outline the 5 guiding principles of a great change management communication strategy are as follows:

- Clarity of message - to ensure relevance and acknowledgement

- Resonance of message - delivery and the psychological tone of the message

- Accurate targeting - to reach the right individuals together with the proper message

- Time schedule - to achieve timely targeting of messages

- Feedback process - to ensure genuine two Communication in the workplace way communication

Failure reasons in change management are many and changed. But one thing is clear. Any organisational initiative that creates change - or has an important change component to it - has a 70% chance of not realizing what was originally envisaged.

The root cause of all this failure is a lack of communicating and lack of clarity. That is what a Programme Management based way of change is really all about and why it so important.

Write a comment

Comments: 0