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

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    11-Aug-2015

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  1. 1. Techniques For Handling Change - Your CommunicationStrategy - Say exactly what You Mean And Mean What YouWhat information a consequence of feedback?- What are the objectives?- How much information will be provided, messages?- What mechanisms will probably be *properly to reach?- How will feedback will likely be conveyed?- What will likely be done as be disseminated, and what would be the timings that were related?The essential MENTAL questions that the communication strategy need to addressIn terms of the mental resonance characteristic of the communications, the point that great changeleaders are great at telling visual stories with high psychological impact is made by John Kotter.Kotter exemplifies this the anecdote of Martin Luther King who didn't stand up facing the LincolnMemorial and say: "I've a great strategy" and illustrate it with 10 good reasons why it was a greatstrategy.William Bridges focuses on the mental and psychological impact and feature of the change - andintroduces these 3 simple questions:(1) what's altering? Bridges offers the following guidance - the change leader's communicatingstatement must:- Certainly express the change leader's understanding and intent- Link the change to the drivers making it essential- "Sell the problem before you attempt to offer the option."- Be under 60 seconds in duration(2) what'll really be different because of the change? Bridges says: "I go into organizations in whicha change initiative is well underway, and that i ask what will be different when the change is done-andno one can answer the question... a change may seem really significant and very real to theleader, but to the people that need to make it work it seems fairly Communication plan abstract andvague until genuine differences that it will make start to become clear... the drive to get thosedifferences clear should be an essential precedence in the coordinators' list of things to do."(3) who is likely to lose what? Bridges maintains that the situational changes aren't as problematicfor companies to make as the emotional transitions of individuals affected by the change. Transitionmanagement is really all about seeing the situation through another guy's eyes. It's a view centeredon empathy. It is management and communication process that recognises and affirms people'srealities and works together to bring them.
  2. 2. 5 guiding principles of an excellent change management communication strategySo, in summation the 5 guiding principles of a good change management communication strategyare as follows:- Resonance of message - the psychological tone and delivery of the message- Exact targeting - to get to the right individuals with all the message that is appropriate- Time schedule - to reach timely targeting of messages- Feedback procedure - to ensure genuine two way communicationFailure reasons in change management are many and changed. But one thing is painfully clear.The cause is a lack of communicating along with lack of clarity. This is what a ProgrammeManagement based approach to change is all about and why it so important.

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