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

What advice a consequence of feedback?

- What are the objectives?

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

- What mechanisms will probably be employed

The key PSYCHOLOGICAL questions that your communication strategy must address

Kotter exemplifies this the anecdote of Martin Luther King who did not stand up facing the Lincoln Memorial and say: "I've a great strategy" and illustrate it with 10 great reasons why it was a good strategy. Kotter said those immortal words: "I've a dream," and then he continued to reveal the folks what his dream was - he illustrated his image of the future and did so in ways that had high emotional impact.

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

(1) what's altering? Bridges offers the following guidance - the change leader's communication statement must:- Clearly express the change leader's understanding and intent

- Link the change to the drivers that make it necessary

- "Sell the issue before you attempt to offer the alternative."

(2) what'll actually be different because of the change? Bridges says: "I go into organizations where a change initiative is well underway, and that i ask what is going to vary when the change Employee engagement strategy is done-and no one can answer the question... a change might appear really important and very real to the leader, but to the individuals who have to make it work it appears quite subjective and obscure until actual differences that it will make start to become clear... the drive to get those differences clear should be a significant precedence in the planners' list of activities to do."

(3) who is going to lose what? Bridges maintains that the situational changes are as easy for companies to make as the psychological transitions of individuals affected by the change. Transition management is focused on seeing the specific situation through the opinion of the other guy. This is an outlook depending on empathy. It's management and communicating process that affirms and recognises people's realities and works together to bring them. Failure to complete this, around the part of change leaders, and also a denial of the losses and "lettings go" that individuals are faced with, sows the seeds of mistrust.

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:

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

- Accurate targeting - to get to the right people with the message that is right

- Time schedule - to reach timely targeting of messages

- Feedback process - to ensure actual two way communication

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

The cause is a deficiency of communication along with dearth of clarity. This is exactly what a Programme Management based way of change is all about and why it so important.

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