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Techniques For Managing Change -

What information an effect of feedback?

- what exactly are the goals?

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

- What mechanisms will undoubtedly be used

The essential MENTAL questions that the communication strategy have to address

Concerning the emotional resonance part of the communications, John Kotter makes the point that great change leaders are great at telling visual narratives with high emotional impact. Kotter illustrates this the anecdote of Martin Luther King who didn't stand up facing the Lincoln Memorial and say: "I've a great strategy" and exemplify it with 10 great reasons why it turned out to be a good strategy. Kotter said those immortal words: "I have a dream," and then he proceeded to show the folks what his dream was - he illustrated his graphic of the future and did so in a sense that had high emotional impact.

William Bridges focuses on the psychological and mental impact and aspect of the change - and introduces these 3 easy questions:

to the drivers which make it essential

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

- "Sell the issue before you attempt to offer the solution."

(2) What will really be distinct due to the change? Bridges says: "I go into organizations where a change initiative is well underway, and I inquire what will be different when the change is done-and no one can answer the question... a change might appear really significant and extremely real to the leader, but to the individuals who need to make it work it seems rather abstract and obscure until genuine differences it will make begin to become clear... the drive to get those differences clear should be a significant precedence in the planners' list of things to do."

(3) who is likely to lose what? Bridges maintains the situational changes are not as difficult for businesses to make as the psychological transitions of individuals affected by the change. Transition direction is focused on seeing the situation through another guy's opinion. This is an outlook centered on empathy. It's communication and direction 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 summary the 5 directing principles of a good change management communication strategy are as follows:

- Clarity of message - to ensure acknowledgement and relevance

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

- Exact targeting - to get to the right people with all the appropriate message

- Time schedule - to reach timely targeting of messages

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

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

The cause is a deficiency of communication and dearth of Effective leadership clarity. This is exactly what a Programme Direction based approach to change is about and why it so significant.

Tags: business

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