Delivering
change Time and again change programmes fail to achieve their objectives
because organisations fail to address the 'people side' of the process,
yet it is people who will deliver the programme.
Well-executed communication becomes critical during
periods of change for several reasons:
People go through a well-defined process that can lead to anxiety,
despondency and anger. Communication can help people through this cycle
by providing a 'routemap' of the process; recognition of how they are
feeling; and an explanation of how they will be affected.
People's direct experience of the change will differ depending
on where they are placed in the organisation. For many people their
perception will be built on what they hear and how they see management
act; managed communication during the change will inform people's attitudes
towards the process and provide consistency of perception.
Communication clarifies everyone's role within the change process
and drives it through the organisation; it helps to prevent loss of
focus and to ensure employees are not distracted from running the business
during the process.
From working with a range of organisations supporting their change programmes,
we have identified a best practice model for supporting change with planned,
effective communication.
Case Study: To read about how we have
helped a major airfreight carrier manage their change programme,click here If you would like further information on how we can
help your organisation deal with change, please contact us on: 0117
915 4552, or click
here to email us now.
