Techniques For Handling Change What advice a result of feedback? - what exactly are the objectives? - How much information is going to be supplied, messages? - What mechanisms will undoubtedly be utilized
The key EMOTIONAL questions that the communication strategy should address Kotter exemplifies this the anecdote of Martin Luther King who didn't stand up facing the Lincoln Memorial and say: "I have a fantastic strategy" and illustrate it with 10 good reasons why it turned out to be a great strategy. William Bridges focuses around feature of the change and the psychological and emotional impact and poses these 3 simple questions: to the drivers which make it necessary (1) What is changing? Bridges offers the following guidance - the change leader's communication statement must:- Clearly express goal and the change leader's understanding - "Sell the issue before you try and sell the option." - Not use jargon (2) what'll really be different as a result of the change? Bridges says: "I go into organizations where a change initiative is well underway, and that i ask what is Internal communications campaigns going to be different when the change is done-and no one can answer the question... a change may seem very significant and extremely real to the leader, but to the individuals who need to make it work it appears quite intangible and vague until actual differences it will make start to become clear... the drive to get those differences clear should be a significant 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 management is really all about seeing the situation through the other guy's eyes. It really is a perspective centered on empathy. It is communicating and management process that affirms and recognises people's realities and works together to bring them. 5 guiding principles of a change management communication strategy that is good So, in summation the 5 guiding principles of an excellent change management communication strategy are as follows: - Exact targeting - the message's mental tone and delivery
- Timing program - to get to the right individuals together with the right message - Feedback process - to achieve timely targeting Failure reasons varied and in change management are many. But one thing is clear. Any organisational initiative that creates change - or has a substantial change element - has a 70% chance of not realizing what was initially envisaged. The root cause of all this failure is too little communicating and lack of clarity. It is what a Programme Management based approach to change is about and why it so significant.