LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders
LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders
LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders
It is so important to have successful communication in order to give a clear vision of change and the strategies to the stakeholders of an organization. Successful communication allows all stakeholders to feel more engaged and give them a clear understanding of the direction that the organization is going in. Stakeholders form opinions and feel different emotions based on how change and the communication that comes with change are handled (Lewis 2011). Successful communication will allow stakeholders to be engaged resulting in positive emotions towards the changes being made. If the change process were to start to fail, it could be a result of many things but communication might be one reason. If the communication is lacking in the sense that stakeholders are not engaged then the change wouldn’t bring positivity to the organization which could cause it to fail. If the communication overall is lacking resulting from higher management not wanting to speak out about the failures that could affect how the stakeholders react and act to their leadership. As a leader communicating even if the change is a failure is so important as it keeps the stakeholders in the loop and allows them to see that it is an opportunity to learn and grow from past failures.
Lewis, Laurie K.. ( © 2011). Organizational change: creating change through strategic communication. [Books24x7 version] Available from http://library.books24x7.com.lopes.idm.oclc.org/toc.aspx?bookid=41650.
The department managers are responsible for communicating the change initiative, the strategies used during the change and will be responsible for overseeing the implementation phase. Managers help build awareness of the need to change through dispersing what the change is, why it is needed, how it will occur, how it will affect the team, and answering any questions related to change. Furthermore, the managerial team are communicators and serve as liaisons, advocators, resistance managers, and coaches throughout the entire change process (CLARC: The role of people managers in change management, n.d.). All these roles are essential to implement a change management process and improve sustainability successfully.
References
CLARC: The role of people managers in change management. Prosci. (n.d.). https://www.prosci.com/resources/articles/clarc-the-role-of-people-managers-in-change-management.
Managerial communication plays a vital role in knowledge sharing; management uses effective communication to set clear expectations, establish responsibilities, and maximize the team’s performance (Juenja, 2015). Managerial communication would influence completing tasks, and by using effective communication, leadership would delegate responsibilities, maintaining open communication channels, which would lead to transparency and help create a safe environment (Juenja, 2015). Managerial communication would play an essential role in motivating stakeholders, and during times of crisis, effective communication by leadership would help to give the stakeholders a sense of security (Juenja, 2015). Merrell (2012), stated, “managers are better at making change real for their people. The best invest in their managers and give them effective training and support in managing through change, making the changes real and engaging for their teams. We found that the majority (82%) do actually provide training for their managers to help them manage through change.”
References:
Juneja, P. (2015). Importance of communication in change management. Management Study Guide. https://www.managementstudyguide.com/action-research-for-successful-organizational-change.htm
Merrell, P. (2012). Effective change management: The simple truth. Management Services, 56(2), 20-23. https://lopes.idm.oclc.org/login?url=https://www.proquest.com/trade-journals/effective-change-management-simple-truth/docview/1027234230/se-2?accountid=7374
Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders:
“It takes a whole team of people to create a great company but just one lousy leader to take the whole business down the pan” (Blanchard, 2010, p. 44). Managerial communication is essential within the organization and stakeholders. “Managing change is a critical component of any major transformation. It is a necessary process that helps companies successfully implement new strategies. Change management gets results by building sponsorship from the top, creating leaders who will act as change agents, and by changing behaviors in frontline teams and individual employees in business units” (Neilson et al., 2004, p. 3). In my organization the department managers report and share perspectives to the directors and the directors share perspectives and report to the CEO/CNO. Each of the leadership teams are responsible for communicating and representing respect, value, our mission, and vision outlook within the organization to all stakeholders. As concerns arise from staff the leadership team will escalate concerns from the manager to director to CEO/CNO as appropriate regarding the change and/or to initiate a change. The eight-step method of change management is essential for leaders to communicate with change initiates including establish a sense or urgency; form a powerful guiding coalition; create a vision; communicating the vision; empower others to act up on the vision; create and plan short term wins for your team; consolidate improvements and provide more change; and institutionalize new approaches (Spencer & Winn, 2004). It is essential for managerial to maintain open communication, maintain discipline, and provide safe working environments for their staff within the organization to initiate changes.
References
Blanchard, K. (2010). Mastering the art of change. Training Journal, 44–47. https://web-s-ebscohost-com.lopes.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=1&sid=80aff27e-a012-42cf-a258-6c8eebf52d2a%40redi
Neilson, G., Tipping, A., Krings, J., Aguirre, D. (2004). Change management perspective. Strategy & Formerly Booz & Company. https://www.strategyand.pwc.com/gx/en/insights/2002-2013/change-management-perspective/strategyand-change-management-perspective.pdf
Spencer, M. H., & Winn, B. A. (2004). Evaluating the success of strategic change against Kotter’s eight steps. Planning for Higher Education, 33(2), 15–22 https://web-a-ebscohost-com.lopes.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=1&sid=b043b028-7e27-4a05-8b13-62529251cbe5%40sdc-v-sessmgr02
Corporate leaders must be able to select individuals at different levels of the organization to communicate change. Those project leaders have a big role and responsibility within the organization to communicate frequently and efficiently with the organization’s employees. The project leader or leaders must be clear, committed, concise, and consistent when delivering all the changes that are taking place and paint a picture or vision of change. Change leaders must be able to address difficult questions if not staff members become disappointed, get confused, or lose interest. For change to occur efficiently and make sure that stakeholder’s expectations are met the change leader must follow the following: communicate and clarify the change effectively, stay in close contact with their stakeholders, and stay accountable and transparent. Effective change leaders can create a positive vision where stakeholders do not question or undermine the changes being initiated. Successful organizations require change leaders to be the change bridges between the organization and stakeholders.
References
AlignOrg Solutions. The Role of Leadership in Change Management. (2016). https://alignorg.com/the-role-of-leadership-in-change-management/#:~:text=The%20role%20of%20leadership%20in%20change%20management%20requires
Effective communication is critical when conveying messages within an organization. Communication needs to be clear, so everyone knows their roles and be reminded of the company’s vision. Significant communication notifies followers and other counters of the tactics to have a successful mission. It is critical leaders get support from their stakeholders when implementing changes. Not everyone will be on board, but it is the leader’s responsibility to communicate the importance for changes. Followers and stakeholders should feel like they are a part of a team. No one wants to feel like they are always being told to execute but does not have a voice. Leaders should remember that their followers have eyes on ground so they will be a reliable source to report if the implemented changes are working. Leaders must also find strategies to reach reluctant stakeholders. One strategy can be to “develop a stakeholder engagement plan to think through and identify which stakeholders might be resistant and why. The next step would be to consider each stakeholder’s internal goals, values, or positions on issues” (Gosa et al., 2013). If the change process begins to fail, leaders may not have adequate support from stakeholders or have poor communications skills when conveying the vision.
Reference
Kathy Gosa, Meredith Fergus, Irene Koffink, Autumn Daves, Brian Townsend & Curt Keifer (2013). Everyone On Board: How to engage reluctant stakeholders and Stakeholders experiencing leadership transitions. SLDS Issue Brief.
Great post, in a variety of ways, effective communication may help an organization succeed. Effective communication impacts the organization by supporting corporate culture, productivity, and engagement. Communication aids leaders in comprehending their team members’ terms of the agreement, which will boost the relationship’s dedication and devotion. Team member and leadership education are needed for successful communication, especially on the vision and goals of the organization. Misunderstandings are so much more likely due to ineffective communication, which can sometimes harm connections, undermine trust, and create rage and hatred (Massey, 2018). Poorly aligned plan, inability to execute the strategy, use of the inadequate communication tool, improper timing, and even details like word choice or manner of speech can all lead to ineffective communication. To avoid ineffective communication, leaders should come up with a communication strategy. Team members should begin developing a communication strategy by integrating communication into the strategic plan, including the organization’s purpose, vision, values; strategic goals and objectives; and organizational vision.
Massey, J. E. (2018). Managing Organizational Legitimacy: Communication Strategies for Organizations in Crisis. Journal of Business Communication, 38(2), 153–182. https://doi.org/10.1177/002194360103800202
Communication helps the organization operate effectively it gives the employees open door feel to be able to communicate their needs and wants to make big decision within organization. No team can exist without proper communication. Communication is the building block for success. There will be many changes within the organization challenges, easy going, and changing circumstances. However, Failing to communicate effectively will cause the organization fail at its success. Communication plays a fundamental role in all facets of business. Development drives off of the effectiveness good communication.
Muhammad Adnan, Ayesha Malik, Zainab Malik, & Maham Malik. (2021). Employee’s Performance as a Consequence of Effective Communication and Working Environment: The Moderating Role of Organizational Learning Culture. Journal of Accounting and Finance in Emerging Economies, 7(3). https://doi-org.lopes.idm.oclc.org/10.26710/jafee.v7i3.1848
Adequate communication is essential when initiating and implementing a change process within an organization and stakeholders along with ensuring the communication aligns with the organizations vision. Having adequate communication within all stakeholders will help change process strategies to have an impact on the outcome of the change. “Communication is paramount when trying to raise the level of understanding in your organization” (Wikoff, n.d.). According to Karten (2009) there are nine suggestions when communicating with people coping with change that consists of: seek understanding– realizing not everyone shares the same views, ideas, and beliefs leading to the change; talk to the naysayers-if your goal is to inspire change, it’s not enough to talk only to those who already agree with you; reduce the uncertainty associated with change-the uncertainty and chaos it brings can be overwhelming and it is important to help manage expectations of uncertainty within the organization; communicate even in absence of information-reassuring the updates of no new changes is better than no updates at all making stakeholders feel like they are left hanging with no new updates even if there are not any new ones currently happening; communicate about information you can’t disclose-if you are unable to communicate the updates on the change let stakeholders know that, being honest has high values when going through a organizational change; explain the impact of a change on those affected– allow feedback, questions and ease people through chaos of the change will impact those affected; invite people to contribute ideas about the change-when stakeholders are invited in agreement they transition into the change more effectively; give people a sense of control– inviting them to feel valued and give input helps them feel valued and gives them sense of control; and help people understand each other’s perspectives-relationships within the department and team that fall apart are a form of unplanned change and triggers chaos damaging responsiveness to each other and to their customers.
“The best change practitioners balance rational, data driven approaches with a deep understanding of emotional drivers” (Merrell, 2012). When change initiatives fail it is typically led to having a lack of good communication, individual resistance, and/or stakeholders understand of the importance of the change. It is essential for management to incorporate principles, values, and performance expectations within the message of the change. “Communication is paramount when trying to raise the level of understanding in your organization. The key to communicating is to use multiple platforms or media to communicate the same message. And you will probably have to communicate the same message three to six times, before the message is heard and understood” (Rick, 2014). Not every individual will understand and interpret the change message the same. Being open, honest, communicative, and showing trust within your team will resemble the values, beliefs and mission of the organization leading to successful changes. Communication is essential in having any change process succeed and for stakeholders to value their organization.
References
Karten, N. (2009). Changing how you manage and communicate change: Focusing on the human side of change. IT Governance Ltd.
Merrell, P. (2012). Effective change management: The simple truth. Management Services, 56(2), 20-23. https://lopes.idm.oclc.org/login?url=https://www.proquest.com/trade-journals/effective-change-management-simple-truth/docview/1027234230/se-2?accountid=7374
Rick, T. (2014). Communication is paramount when it comes to change management. https://www.torbenrick.eu/blog/change-management/communication-is-paramount-when-it-comes-to-change-management/#:~:text=The%20typical%20reaction%20is%20resistance.%20Such%20resistance%20can,often%20a%20lack%20of%20good%20communication%20from%20management.
Wikoff, D. (n.d.). How to communicate effectively within the change process. https://www.reliableplant.com/Read/23535/communicate-effectively-change-process