Techniques For Managing Change - Your Communication Strategy - Say What You Mean And Mean What You What advice a consequence of feedback? - what exactly are the objectives? - How much advice is going to be provided, messages? - What mechanisms will likely be *properly to reach? The crucial EMOTIONAL questions that the communication strategy should address Concerning the psychological resonance part of the communications, John Kotter makes the point that great change leaders are great at telling visual narratives 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 great strategy" and exemplify it with 10 great reasons why it turned out to be a good strategy. William Bridges focuses on part of the change and the mental and psychological impact - and poses these 3 simple questions: to the motorists making it essential (1) What is altering? Bridges offers the next guidance - the change leader's communicating statement must:- Clearly express the change leader's understanding and intention - "Sell the problem before you try to market the option." - Not use jargon - Be under 60 seconds in duration (2) what'll actually be distinct because of the change? (3) Who's planning to lose what? Bridges maintains that the situational changes are not as problematic for businesses to make as the people impacted by the change's psychological transitions. Transition direction is about seeing the situation through another guy's opinion. It truly is a perspective based on empathy. It's direction and communication process that recognises and affirms people's realities and works together to bring them through the transition. Failure to achieve this, around the section 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 a change management communication strategy Internal communications strategy that is good So, in summation the 5 guiding principles of a great change management communication strategy are as follows:
- Clarity of message - to ensure acknowledgement and relevance - Resonance of message - the emotional tone and delivery - Exact targeting - to get to the right people with the proper message - Timing schedule - to attain timely targeting of messages - Feedback procedure - to ensure two way communication that is actual
Failure reasons in change management are many and varied. But one thing is clear. The cause of all this failure is dearth of clarity and also a lack of communication. That is what a Programme Management based approach to change is really all about and why it so significant.