Techniques For Handling Change - Your Communication Strategy -

What advice an outcome of feedback?

- What are the goals?

- How much information is going to be provided, messages?

- What mechanisms will likely be employed

The vital MENTAL questions that the communication strategy have to address

Kotter exemplifies this the anecdote of Martin Luther King who didn't stand up before the Lincoln Memorial and say: "I've a fantastic strategy" and illustrate it with 10 great reasons why it turned out to be an excellent strategy. Kotter said those immortal words: "I've a dream," and then he proceeded to reveal the people what his dream was - he exemplified his image of the future and did so in ways that had high mental impact.

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

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

- Link the change to the motorists making it crucial

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

- Not use jargon

(2) what'll really be different because of the change? Bridges says: "I go into organizations where a change initiative is well underway, and that i ask what is going to differ when the change is done-and no one can answer the question... a change might appear really significant and extremely real to the leader, but to the individuals who need to make it work it seems rather subjective and vague until genuine differences it will make begin to Comment8Engage eventually become clear... the drive to get those differences clear should be a significant precedence in the planners' list of activities to do."

(3) who is likely to lose what? Bridges maintains the situational changes are as easy for firms to make as the psychological transitions of the people affected by the change. Transition management is all about seeing the situation through another guy's opinion. It is a view based on empathy. It's communicating and management process that affirms and recognises people's realities and works with them to bring them.

5 guiding principles of a good change management communication strategy

So, in summation the 5 directing principles of an excellent change management communication strategy are as follows:

- Clarity of message - to ensure acknowledgement and relevance

- Resonance of message - the message's mental tone and delivery

- Precise targeting - to reach the right individuals together with the message that is correct

- Time schedule - to attain timely targeting of messages

- Feedback procedure - to ensure genuine two way communication

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

The cause is lack of clarity and also a lack of communicating. This is what a Programme Management based method of change is about and why it so significant.

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