Communicating organizational change
Entertaining Business Training
Programs
Communicating organizational
change
- Communication is the foundation to successful
management of organizational change.
- The goal of communication during organization
change is to deliver information that changes
behavior in front-line employees.
Getting “buy in” represents 90% of the
effort needed to accomplish any change effort. Many
managers are embracing e-mail, intranets, and other
technological innovations as efficient solutions to
the high communication demands during times of change. However,
simply making information available is not the same
as communication.
During organizational change employees are often in
turmoil, fearing loss of employment security and loss
of loyalty to seemingly uncaring employers. For all
its capacity, information technology provides only
limited relief for the anxieties and frustrations of
human resources burdened by change.
Factors in communicating  organizational
change
During organization change perception equals
reality: The level of stress an employee
feels during organizational change is
proportional to the level of perceived threat.
Managers need to anticipate and adjust their communication
to minimize the perception of threat during change.
Organizational change trust and credibility: A
message is as credible as the highest credible source
that will state it. Trust is the single most
important factor in the perception of a threat.
To gain the advantages of trust, managers
must understand the basis of trust.
• Honesty and openness
• Competence and expertise
• Dedication and commitment
• Caring and empathy
Organization change Perceived
control: Research shows that when we feel
we have some control over and event it is perceived
as less threatening than if we were involved involuntarily.
Making sure employees have a voice in decisions,
in an appropriate manner is critical to their sense
of control and therefore acceptance of organization
change. It does not constitute a vote or a veto.
All that employees need, and in most cases expect,
is assurance that their point of view has been
heard, reasonably considered and responded to before
the decision is made.
Personal benefit: A change
that has a definable level of benefit is not seen
as threatening as one that does not.
Organizational change more communication
tips
Emphasis what matters to the employee,
not the company. Studies have shown that
what employees want to know is what the future
plans of the company are relative to their local
work area. Communicate Performance. By letting
people know where they stand it is clear that what
they do matters. Communicate in person. Communication
about important changes needs to be face-to-face
to be most effective. The supervisors can bring
our communications directly to the people that
matter, when they need it most - when they ask
a question.
Organizational change: systems
and policies
Assess, as early as possible, which organization systems and policies might
need to be developed during the change process.
Organizational change keynote presentation: Communicating
change
 Making
the Most of Difficult Situation
Changing Markets, Changing Times
This funny, insightful program combines communication
skills with no-fluff motivation and change to deliver
real solutions in uncertain times. Professional speaker
and business relationship expert, Garrison Wynn , examines
the challenges we face and shows how we can laugh at
our problems while using them as catalysts for success.
This session covers a lot of ground and provides no-cost,
easily implemented, proven solutions that your managers
can use right away.
- Building trust, credibility,and Loyalty
- The secret to successfully change management:
maximizing strengths and minimizing weaknesses
- Listening like a leader
- How to stay motivated in difficult situations
- Managing Your Mouth: Your Most Valuable Business
Asset
- Getting good results when people are scared
- Better communications before during and after transitions
- Why the smartest people are not in charge: the
geniuses work for the risk takers
- Reducing the fear of failure
- Action creates opportunity
- Increasing employee accountability when you need
it the most
Garrison Wynn Biography | Testimonials | Client
list | Motivation
Speaker complete information
Organizational change training workshop:
Communicating change
Communication in Action
Communication Skills for successfully managing organizational change
This insightful one-day program combines Wynn Solutions’ research
of 5,000 top communicators in 323 organizations and
11 industries, with specific strategies for building
trust and gaining agreement. Going beyond best practices,
this session will show how employees can achieve their
goals without stepping on the toes of their co-workers.
Suggested agenda
- How to make people feel important, so you and what
you have to offer will be important to them: creating
an effective environment
- How to overcome resistance to change
- Make sure processes are consistently implemented
- How behavior can cause skills and knowledge to
lose impact
- Communicating change: how to move positive ideas
through the company
- Dealing with difficult coworkers
- The truth about trust: how to make sure people
feel heard
- How to get people to listen to you: believability
and clarity
- How to get people to agree with you: managing
expectations and emotions
- The five things you should never say to a customer
or coworker
- One-on-one communication skills: connecting with
your team
- The secret to success: maximizing strengths and
minimizing weaknesses
- How to stay motivated in difficult situations
- How engaged employees drive customer loyalty
- Accountability: How to avoid blame distribution
- How to manage your boss
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