Strategies For Handling Change - Say What You Mean And Mean What You

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Strategies For Handling Change - Say What You Mean And Mean What You What advice an effect of feedback? - What are the goals? - How much advice IC strategy is going to be supplied, messages? - What mechanisms will undoubtedly be *properly to reach? The crucial PSYCHOLOGICAL questions that your communication strategy should address Kotter illustrates this the anecdote of Martin Luther King who didn't stand up facing the Lincoln Memorial and say: "I have a great strategy" and illustrate it with 10 good reasons why it was a great strategy. William Bridges focuses around the psychological and mental impact and feature of the change - and poses these 3 easy questions: to the motorists that make it essential (1) What is changing? Bridges offers the next guidance - the change leader's communication statement must:- Certainly express intent and the change leader's understanding - "Sell the problem before you try and sell the solution." - Not use jargon (2) what'll really 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 be different when the change is done-and no one can answer the question... a change might appear very significant and extremely real to the leader, but to the people who must make it work it appears quite intangible and vague until actual differences that it will make start to become clear... the drive to get those differences clear should be a significant precedence in the coordinators' list of things you can do." (3) who is going to lose what? Bridges maintains that the situational changes are not as difficult for businesses to make as individuals impacted by the change's psychological transitions. Transition direction is about seeing the situation through the opinion of another guy. It's an outlook based on empathy. It's communicating and direction process that recognises and affirms people's realities and works with them to bring them through the transition. 5 guiding principles of a change management communication strategy that is good


So, in summation the 5 guiding principles of a good change management communication strategy are as follows: - Clarity of message - to ensure two way communication that is genuine - Resonance of message - to ensure relevance and recognition - Accurate targeting - the emotional tone and delivery - Time program - to reach the right individuals with all the appropriate message - Feedback process - to attain timely targeting of messages Failure reasons changed and in change management are many. 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 originally envisaged. The root cause is a deficiency of communicating and also dearth of clarity. This is exactly what a Programme Management based approach to change is about and why it so significant.


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