Techniques For Handling Change - Your Communication Strategy -

What information an outcome of feedback?

- What are the goals?

- How much advice will be provided, messages?

- What mechanisms will likely be employed



The essential MENTAL questions your communication strategy need to address

With regard to the psychological resonance part of the communications, the point that great change leaders are great at telling visual narratives with high mental impact is made by John Kotter. Kotter exemplifies this the anecdote of Martin Luther King who did not stand up in front of the Lincoln Memorial and say: "I have a fantastic strategy" and illustrate it with 10 great reasons why it was a good strategy.

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

to the drivers which make it crucial

(1) what's altering? Bridges offers the next guidance - the change leader's communicating statement must:- Certainly express intention and the change leader's understanding

- "Sell the issue before you attempt to market the option."

- Not use jargon

- Be under 60 seconds in duration

(2) what'll really be different as a result of the change? Bridges says: "I go into organizations in which a change initiative is well underway, and I ask what will be different when the change is done-and no one can answer the question... a change might appear really significant and very real to the leader, but to the individuals who need to make it work it appears quite subjective and obscure until genuine differences that it will make start to become clear... the drive to get those differences clear should be an important priority in the coordinators' list of activities to do."

(3) Who's likely to lose what? Bridges maintains the situational changes are as easy for firms to make as individuals affected by the change's emotional transitions. Transition direction is focused on seeing the specific situation through the other guy's opinion. It really is a perspective predicated on empathy. It is management and communicating process that recognises and affirms people's realities and works with them to bring them through the transition. Failure to accomplish this, around the section of change leaders, and also a denial of the losses and "lettings go" that individuals are faced with, sows the seeds of mistrust.

5 guiding principles of a change management communication strategy that is good

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

- Clarity of message - to ensure actual two way communication

- Resonance of message - to ensure relevance and recognition

- Exact targeting - the message's emotional Effective leadership tone and delivery

- Timing schedule - to reach the right people with the message that is correct

- Feedback process - to attain timely targeting

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

The cause is dearth of clarity as well as too little communication. That is what a Programme Direction based way of change is all about and why it so important.

Write a comment

Comments: 0