Strategies For Handling Change - Say What You Mean And Mean What You

A Communication Strategy that is good is at the core of any successful change management procedure. The more change there is going to be then the greater the demand - and notably in regards to the benefits the reasons, the plans and projected ramifications of this change. It is necessary that an effective communication strategy is defined and actioned when you can and then correctly maintained for the period of the change management programme.

There are two aspects to a change management communication strategy: firstly the balance between information content and mental resonance; and secondly the stage of the initiative, in other words prior to the change and during.

The content and structural aspect of your communications

You'll gain greatly in the subject of a programme-based approach to managing and directing your change initiative, as your communication strategy will likely be based around the following:

- Stakeholder map and investigation [everyone who will be affected by the change as well as your evaluations of their reactions as well as those impacts ]

- Blueprint [ statement and the clear definition of the organization that is changed ]

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

- Programme plan [the steps which are taken to produce the changes and get the gains - a schedule of endeavors and endeavors and initiatives ]

The crucial FACTUAL questions that your communication strategy must address

- What are the aims?

- What will be the key messages?

- Who are you trying to reach?

- What information will probably be conveyed?

- When will information be disseminated, and what exactly are the timings that were applicable?

- How much advice is going to be supplied, and to what level of detail?

- What mechanisms will be used to disseminate advice?

- How will feedback be encouraged?

- What will undoubtedly be done as an effect of feedback? to disseminate information?

- Who are you attempting be encouraged?

What information an outcome of feedback?

- What are the goals?

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

- What mechanisms will be used

The essential EMOTIONAL questions that your communication strategy have to address

With regard to the psychological resonance aspect of the communications, John Kotter makes the point that great change leaders are great at telling visual narratives with high mental impact. Kotter exemplifies this the anecdote of Martin Luther King who failed to stand up facing the Lincoln Memorial and say: "I have a fantastic strategy" and illustrate it with 10 good reasons why it turned out to be a good strategy. Kotter said those immortal words: "I have a dream," and then he proceeded to show the people what his dream was - he exemplified his picture of the future and did so in a way that had Communication strategy high emotional impact.

William Bridges focuses around the mental and psychological impact and part of the change - and introduces these 3 easy questions:

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

- Link the change to the drivers that make it necessary

- "Sell the situation before you try and sell the option."

- Be under 60 seconds in duration

(2) what'll actually be distinct due to the change?

(3) who is going to lose what? Bridges maintains that the situational changes are as easy for companies to make as individuals impacted by the change's emotional transitions. Transition management is really all about seeing the specific situation through the other guy's eyes. It really is a view centered on empathy. It is communication and management process and works together to bring them through the transition.

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

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

- Clarity of message - to ensure genuine two way communication

- Resonance of message - to ensure relevance and acknowledgement

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

- Time schedule - to reach the right people with the right message

- Feedback procedure - to reach timely targeting

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

The root cause of all this failure is a deficiency of communicating and lack of clarity. That is what a Programme Management based approach to change is really all about and why it so important.