Techniques For Handling Change - Say exactly what You Mean And Mean What You

What information an effect of feedback?

- what exactly are the aims?

- How much advice is going to be supplied, messages?

- What mechanisms will likely be utilized

The crucial MENTAL questions your communication strategy have to address

Kotter illustrates this the anecdote of Martin Luther King who failed to stand up before the Lincoln Memorial and say: "I have a fantastic strategy" and exemplify it with 10 great reasons why it turned out to be a great strategy.



William Bridges focuses around feature of the change and the emotional and psychological impact - and introduces these 3 simple questions:

(1) What is changing? Bridges offers the next guidance - the change leader's communication statement must:- Certainly express intention and the change leader's understanding

- Link the change to the drivers that make it crucial

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

(2) what'll really be different due to the change? Bridges says: "I go into organizations where a change initiative is well underway, and that i ask what will differ when the change is done-and no one can answer the question... a change may seem very important and extremely real to the leader, but to the people who need to make it work it looks rather intangible and obscure until genuine differences it will make start to become clear... the drive to get those differences clear should be an essential precedence in the planners' list of activities to do."

(3) who is planning to lose what? Bridges maintains that the situational changes are as easy for firms to make as the people impacted by the change's emotional transitions. Transition direction is really all about seeing the specific situation through the eyes of the other man. It truly is a perspective predicated on empathy. It is management and communication process that affirms and recognises people's realities and works with them to bring them.

5 guiding principles of a great change management communication strategy

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

- Precise targeting - delivery and the mental tone of the message

- Timing program - to get to the right individuals with the appropriate message

- Feedback process - to attain timely targeting of messages

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

The cause of all this failure is a deficiency of communication as well as lack of clarity. It is what a Programme Direction based approach to change is really all about and why it so important.

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