Strategies For Handling Change - Your Communication Strategy -

What information a consequence of feedback?

- What are the aims?

- How much advice will be provided, messages?

- What mechanisms will undoubtedly be employed

The key PSYCHOLOGICAL questions your communication strategy should address

Kotter illustrates this the anecdote of Martin Luther King who did IC campaigns not stand up before the Lincoln Memorial and say: "I have a great strategy" and exemplify it with 10 great reasons why it turned out to be an excellent strategy.

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

to the drivers that make it crucial

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

- "Sell the problem before you attempt to market the alternative."

- Not use jargon

(2) What will actually be distinct because of the change? Bridges says: "I go into organizations where a change initiative is well underway, and that i inquire what is going to vary when the change is done-and no one can answer the question... a change may seem very significant and incredibly real to the leader, but to the people who need to make it work it appears rather abstract and vague until genuine differences it will make start to become clear... the drive to get those differences clear should be an important precedence in the coordinators' list of things you can do."

(3) Who's going to lose what? Bridges maintains that the situational changes are as easy for companies to make as the emotional transitions of individuals impacted by the change. Transition management is focused on seeing the specific situation through another guy's opinion. This is a perspective based on empathy. It is direction and communicating process and works with them to bring them. Failure to achieve this, around the part of change leaders, plus a denial of the losses and "lettings go" that individuals are faced with, sows the seeds of mistrust.

5 guiding principles of an excellent change management communication strategy

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

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

- Precise targeting - to reach the right people with the message that is right

- Time program - to attain timely targeting

- Feedback process - to ensure genuine two way communication

Failure reasons varied and in change management are many. But one thing is clear.

The root cause is a lack of communication and dearth of clarity. This is what a Programme Management based way of change is really all about and why it so important.

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