Strategies For Managing Change -

What information an effect of feedback?

- What are the aims?

- How much advice will be provided, messages?

- What mechanisms will be employed

The vital EMOTIONAL questions your communication strategy have to address

When it comes to the emotional resonance part of the communications, John Kotter makes the point that great change leaders are great at telling stories that are visual with high mental impact. Kotter illustrates this the anecdote of Martin Luther King who failed to stand up in front of the Lincoln Memorial and say: "I have a fantastic strategy" and exemplify it with 10 great reasons why it was a great strategy. He said those immortal words: "I've a dream," and then he proceeded to reveal the folks what his dream was - he exemplified his graphic of the future and did so in a way that had high emotional impact.

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

to the motorists making it crucial

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

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

- Be under 60 seconds

(2) What will really be different due to the change?

(3) Who's likely to lose what? Bridges maintains that the situational changes are as easy for businesses to make as individuals affected by the change's psychological transitions. Transition management is focused on seeing the situation through Communication plan another guy's eyes. This is an outlook predicated on empathy. It's communication and management process that recognises and affirms people's realities and works together to bring them. Failure to do this, on 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 an excellent change management communication strategy

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

- Clarity of message - to ensure relevance and acknowledgement

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

- Accurate targeting - to get to the right people together with the message that is proper

- Time program - to reach timely targeting

- Feedback process - to ensure two way communication that is genuine

Failure reasons in change management are many and changed. But one thing is painfully clear. Any organisational initiative that creates change - or has a substantial change component - has a 70% probability of not attaining what was initially envisaged.

The root cause of all this failure is a deficiency of communication along with lack of clarity. It is what a Programme Direction based approach to change is about and why it so significant.

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