Strategies For Handling Change -

Published on

What advice an outcome of feedback?

- What are the aims?

- How much advice will be provided, messages?

- What mechanisms will likely be *properly to reach?

- How will feedback will probably be communicated?

- What will likely be achieved as be disseminated, and what would be the timings that were related?

The essential EMOTIONAL questions that the communication strategy need to address

Kotter illustrates 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 Management communication it with 10 great reasons why it turned out to be a great strategy. Kotter said those immortal words: "I have a dream," and then he continued to show the folks what his dream was - he exemplified his image of the future and did so in a sense that had high mental impact.

William Bridges focuses around facet of the change and the mental and psychological impact - and poses these 3 simple questions:

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

- Link the change to the drivers making it crucial

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

- Not use jargon

(2) what'll really be different as a result of the change?

(3) who is likely to lose what? Bridges maintains that the situational changes are not as problematic for firms to make as the people affected by the change's emotional transitions. Transition management is focused on seeing the specific situation through the opinion of another man. This is a perspective based on empathy. It is management and communicating process that recognises and affirms people's realities and works together to bring them through the transition.

5 guiding principles of a good change management communication strategy

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

- Precise targeting - delivery and the psychological tone of the message

- Time schedule - to get to the right people with the message that is proper

- Feedback procedure - to achieve timely targeting of messages

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

The cause is a lack of communication and dearth of clarity. That is what a Programme Direction based method of change is all about and why it so important.

Comment on this post