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

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What information a result of feedback?

- What are the aims?

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

- What mechanisms will be *properly to reach?

The key EMOTIONAL questions that your communication strategy need to address

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

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

to the motorists that make it essential

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

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

- Not use jargon

- Be under 60 seconds

(2) what'll really be distinct because of the change? Bridges says: "I go into organizations in which a change initiative is well underway, and I ask what's going to be different when the change is done-and no one can answer the question... a change may seem really important and very real to the leader, but to the people that must make it work it seems rather abstract and vague until genuine differences it will make begin to become clear... the drive to get those differences clear should be an essential priority in the planners' list of things to do."

(3) who is likely to lose what? Bridges maintains the situational changes are as easy for businesses to make as individuals impacted by the Communicating change change's psychological transitions. Transition direction is all about seeing the situation through the opinion of another guy. This is a view based on empathy. It's management and communication process and works with them 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:

- Accurate targeting - the message's psychological tone and delivery

- Timing program - to reach the right people with all the correct message

- Feedback process - to attain timely targeting of messages

Failure reasons in change management are many and changed. But one thing is clear. Any organisational initiative that creates change - or has a significant change component - has a 70% probability of not reaching what was initially envisaged.

The root cause is dearth of clarity as well as a deficiency of communication. This is what a Programme Management based approach to change is all about and why it so significant.

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