Techniques For Managing Change - Your Communication Strategy -

What information a result of feedback?

- What are the objectives?

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

- What mechanisms will probably be utilized



The essential EMOTIONAL questions your communication strategy should address

Kotter illustrates this the anecdote of Martin Luther King who did not stand up before the Lincoln Memorial and say: "I've a great strategy" and illustrate it with 10 good reasons why it was a good strategy. He said those immortal words: "I've a dream," and then he proceeded to show the people what his dream was - he exemplified his graphic of the future and did so in a sense that had high Communication strategy psychological 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 intention and the change leader's understanding

- Link the change to the drivers that make it crucial

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

(2) What will really be different as a result of the change? Bridges says: "I go into organizations in which 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 may seem very important and extremely real to the leader, but to the individuals who must make it work it appears quite abstract and obscure until genuine differences that it will make begin to become clear... the drive to get those differences clear should be a significant priority on the coordinators' list of things you can do."

(3) Who's likely to lose what? Bridges maintains that the situational changes are not as problematic for firms to make as the emotional transitions of the people affected by the change. Transition direction is focused on seeing the specific situation through the opinion of another guy. It really is a view predicated on empathy. It is direction and communication process and works together to bring them.

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

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

- Clarity of message - to ensure relevance and acknowledgement

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

- Exact targeting - to get to the right people with all the message that is appropriate

- Time schedule - to attain timely targeting

- Feedback process - to ensure two way communication that is actual

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

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