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Strategies For Managing Change - Your Communication Strategy - Say exactly what You Mean And Mean What You There is a Communication Strategy that is good in the core of any successful change management process. The more change there is going to be then the greater the demand - and especially in regards to planned ramifications of the change, the benefits, the plans and the reasons. It is necessary that an effective communication strategy actioned when you can and is defined and then correctly kept for the duration of the change management programme. There are 2 aspects to your change management communication strategy the balance between information content and mental resonance; and secondly the initiative's phase, in other words prior to the change and during. The structural and content aspect of your communications You'll gain greatly in the area of a programme-based approach to leading and managing your change initiative, as your communication strategy will probably be based around the following: - Stakeholder map and investigation [everyone who will be affected by the change along with your assessments of their reactions and the impacts ] - Pattern [ the clear definition and statement of the changed organization] - Vision statement and pre-programme preparation process [ the high-level vision as well as the follow-up preplanning process to unpack the vision and analyse the impacts ] - Programme plan [the steps which are taken to make the changes and get the benefits - a schedule of undertakings and endeavors and initiatives ] The crucial FACTUAL questions your communication strategy must address - What are the objectives? - What are the essential messages? - Who are you wanting to reach? - What advice will be conveyed? - When will information be disseminated, and what would be the important timings? - How much information will be provided, and to what level of detail? - What mechanisms will probably be utilized to disseminate advice? - What will be done as a result of feedback? to disseminate information? - Who are you attempting be encouraged?

Strategies For Managing Change - Your Communication Strategy - Say exactly what You Mean And Mean What You

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Page 1: Strategies For Managing Change - Your Communication Strategy - Say exactly what You Mean And Mean What You

Strategies For Managing Change - Your CommunicationStrategy - Say exactly what You Mean And Mean What You

There is a Communication Strategy that is good in the core of any successful change managementprocess. The more change there is going to be then the greater the demand - and especially inregards to planned ramifications of the change, the benefits, the plans and the reasons. It isnecessary that an effective communication strategy actioned when you can and is defined and thencorrectly kept for the duration of the change management programme.

There are 2 aspects to your change management communication strategy the balance betweeninformation content and mental resonance; and secondly the initiative's phase, in other words priorto the change and during.

The structural and content aspect of your communications

You'll gain greatly in the area of a programme-based approach to leading and managing your changeinitiative, as your communication strategy will probably be based around the following:

- Stakeholder map and investigation [everyone who will be affected by the change along with yourassessments of their reactions and the impacts ]

- Pattern [ the clear definition and statement of the changed organization]

- Vision statement and pre-programme preparation process [ the high-level vision as well as thefollow-up preplanning process to unpack the vision and analyse the impacts ]

- Programme plan [the steps which are taken to make the changes and get the benefits - a scheduleof undertakings and endeavors and initiatives ]

The crucial FACTUAL questions your communication strategy must address

- What are the objectives?

- What are the essential messages?

- Who are you wanting to reach?

- What advice will be conveyed?

- When will information be disseminated, and what would be the important timings?

- How much information will be provided, and to what level of detail?

- What mechanisms will probably be utilized to disseminate advice?

- What will be done as a result of feedback? to disseminate information?

- Who are you attempting be encouraged?

Page 2: Strategies For Managing Change - Your Communication Strategy - Say exactly what You Mean And Mean What You

What advice a consequence of feedback?

- What are the goals?

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

- What mechanisms will be used

The vital MENTAL questions that your communication strategy should address

Regarding the mental resonance characteristic of the communications, the point that great changeleaders are great at telling visual narratives with high mental impact is made by John Kotter. Kotterexemplifies this the anecdote of Martin Luther King who didn't stand up facing the Lincoln Memorialand say: "I've an excellent strategy" and illustrate it with 10 great reasons why it turned out to be agood strategy.

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

(1) What is altering? Bridges offers the following guidance - the change leader's communicatingstatement must:- Clearly express aim and the change leader's understanding

- Link the change to the motorists which make it crucial

- "Sell the problem Internal communications plan before you attempt to offer the solution."

- Be under 60 seconds in duration

(2) What will really be distinct as a result of the change?

(3) Who's going to lose what? Bridges maintains that the situational changes aren't as difficult forbusinesses to make as individuals impacted by the change's emotional transitions. Transitiondirection is really all about seeing the situation through the other guy's eyes. It truly is an outlookcentered on empathy. It is communicating and direction process that affirms and recognises people'srealities and works together to bring them.

5 guiding principles of a change managementcommunication strategy that is good

So, in summation the 5 guiding principles of a greatchange management communication strategy are asfollows:

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

- Time program - to get to the right people with the appropriate message

- Feedback procedure - to achieve timely targeting of messages

Page 3: Strategies For Managing Change - Your Communication Strategy - Say exactly what You Mean And Mean What You

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

The cause of all this failure is lack of clarity along with too little communication. This is what aProgramme Direction based approach to change is about and why it so significant.