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Strategies For Managing Change -

What information an effect of feedback?

- What are the goals?

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

- What mechanisms will likely be employed

The essential MENTAL questions that the communication strategy should address

Kotter exemplifies this the anecdote of Martin Luther King who failed to stand up in front of the Lincoln Memorial and say: "I have an excellent strategy" and exemplify it with 10 great reasons why it turned out to be a great strategy. He 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 mental impact.

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

(1) What is altering? Bridges offers the next guidance - the change leader's communicating statement must:- Clearly express goal and the change leader's understanding

- Link the change to the drivers making it necessary

- "Sell the issue before you attempt to sell the option."

- Not use jargon

(2) what'll really be different due to the change? Bridges says: "I go into organizations where a change initiative is well underway, and I inquire what is going to be different when the change is done-and no one can answer the question... a change might appear very important and very real to the leader, but to the people that have to make it work it appears quite intangible and vague until actual differences it will make start to become clear... the drive to get those differences clear should be an important priority in the planners' list of activities to do."

(3) Who's likely to lose what? Bridges maintains the situational changes aren't as problematic for companies to make as the people affected by the change's emotional transitions. Transition management is really all about seeing the specific situation through the opinion of the other man. It truly is a perspective 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 Target audience analysis is good

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

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

- Exact targeting - to get to the right individuals together with the message that is right

- Timing program - to attain timely targeting of messages

- Feedback process - to ensure genuine two way communication

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

The root cause of all this failure is a deficiency of communicating along with dearth of clarity. That is what a Programme Management based way of change is all about and why it so important.

Tags: business

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