Techniques For Handling Change - Your Communication Strategy - Say What You Mean And Mean What You

What Comment8 advice a consequence of feedback?

- what exactly are the aims?

- How much advice will be provided, messages?

- What mechanisms will probably be *properly to reach?

The key EMOTIONAL questions that your communication strategy have to address

Kotter exemplifies this the anecdote of Martin Luther King who failed to stand up before the Lincoln Memorial and say: "I've a great strategy" and illustrate it with 10 great reasons why it was a good strategy. He said those immortal words: "I have a dream," and then he proceeded to show the people what his dream was - he illustrated his graphic of the future and did so in a way that had high psychological impact.

William Bridges focuses around aspect of the change and the psychological and emotional impact - and poses these 3 easy questions:

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

- Link the change to the motorists making it necessary

- "Sell the issue before you attempt to market the alternative."

- Not use jargon

(2) what'll actually be distinct due to the change? Bridges says: "I go into organizations where a change initiative is well underway, and that i ask what's going to vary when the change is done-and no one can answer the question... a change might appear very significant and very real to the leader, but to the individuals who have to make it work it looks fairly subjective and obscure until genuine differences it will make begin to eventually become clear... the drive to get those differences clear should be an essential precedence on the planners' list of things you can do."

(3) who is going to lose what? Bridges maintains the situational changes are as easy for businesses to make as the emotional transitions of individuals impacted by the change. Transition management is all about seeing the situation through another guy's opinion. It is a view depending on empathy. It's direction and communicating process that recognises and affirms people's realities and works together to bring them.

5 guiding principles of a change management communication strategy that is good



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

- Exact targeting - delivery and the emotional tone of the message

- Time program - to reach the right individuals together with the right message

- Feedback procedure - to attain timely targeting of messages

Failure reasons in change management are many and varied. But one thing is painfully clear.

The cause is a deficiency of communicating and also dearth of clarity. That is what a Programme Management based way of change is about and why it so significant.

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