Feb 23, 2024 LDR 615 Topic 5 DQ 1 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders
LDR 615 Topic 5 DQ 1 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders
LDR 615 Topic 5 DQ 1 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders
Communication is an integral part of all stages of the change management process (Merrell, 2012). It starts at the beginning with the senior leadership being able to clearly communicate the “why” and create a vision for the change. At this stage the communication helps the team and stakeholders to trust the leadership and begin to accept the change. As the process continues change leaders must be able to communicate the process and open up honest dialogue with their teams about the change. Leaders should be able to communicate with these teams in a way that allows them to voice their concerns and make suggestions regarding the process. Stakeholders and associates will have more buy-in and be more actively engaged if they are allowed to participate in the planning and implementation process. For teams to trust their leadership they must receive open and honest communication and feel like they are being hears. Leaders need to be able to communicate in a way that promotes a positive attitude toward the change. When teams are continuing to raise more barriers and tensions are rising it may be related to the lack of clear honest communication from the leadership teams. When associates feel like they are being kept in the dark or not getting the truth from their leaders they stop engaging which will quickly lead to failed change management.
Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders. What may be occurring with the communication process if the change process begins to fail?
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.
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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.
Successful communication leads to a successful change implementation. The vision that is created between the guiding team and the change agent needs to communicate to every individual that will be affected by the change. It is unrealistic to expect that everyone will know what to do and follow the processes that need to be followed if those expectations are not communicated. All parties involved need to know what the end result needs to be and what the plan is to get there. “In successful change efforts, the vision and strategies are not locked in a room with the guiding team. The direction of change is widely communicated and communicated for both understanding and gut-level buy-in” (Kotter & Cohen, 2002, p. 83). Each strategy that needs to be completed will need to be communicated thoroughly to all stake holders that are to be a part of the change. Effective communication is not only verbal, but displays itself in many other forms, such as visual aids, posters, emails, newsletters, and other forms communication. For a message to be received, it needs to be communicated multiple times in multiple different forms.
If the change process begins to fail, a couple of different things can be going wrong. One, the stake holders may not fully understand what is expected of them or they may need more education. Or two, the communication from the guiding team may starting to become sparse. Consistency in communication is important, because without it, the employees may start to go backwards to the old processes. Once the change process starts failing immediate recovery needs to be started in order to salvage the lines of communication between the guiding team and all of the other stakeholders.
Replies
Managerial Communication
Hi Class,
From a managerial point of view, let’s talk about communication and the initiatives surrounding transformation. What part does communication between managers play in the formation of a common understanding within an organization regarding the need for change?
Replies
The managers of the departments are the ones who are in charge of communicating the change initiative, as well as the methods that will be used during the transition, and they will also be the ones in charge of overseeing the phase of implementation.
Managers contribute to the development of an awareness of the need for change by disseminating information on the change itself, including what it is, why it is necessary, how it will occur, how it will effect the team, and answering any questions relating to the change.
Moreover, the managerial team is comprised of communicators who, during the entirety of the change process, act as liaisons, advocates, resistance managers, and coaches (CLARC: The role of people managers in change management, n.d.).
All of these positions are necessary for the successful implementation of a change management process and improvement in sustainability.
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.
Replies
Dr. E
Knowledge sharing is greatly aided by managerial communication; management makes use of efficient communication in order to define roles and duties, communicate expectations in a manner that is easily understood, and improve the overall performance of the team (Juenja, 2015). The completion of tasks might be influenced by managerial communication, and by employing effective communication, leadership could assign responsibilities while maintaining open communication lines. This would result in transparency and assist establish an environment that is secure (Juenja, 2015). The communication of managers would play an important part in inspiring stakeholders, and during times of crisis, the leadership’s ability to communicate effectively would serve to offer stakeholders a sense of security (Juenja, 2015). According to Merrell (2012), managers are better at making change real for the people under their supervision. The companies that are the most successful invest in their managers by providing them with good training and support in managing through change. This helps the managers make the changes real and engages their teams in them. According to our findings, the vast majority of companies, or 82 percent, do in fact provide training for their managers in order to assist them in managing change.
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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
Replies to Erica Richmond
Creasey (n.d) states that a managers ability to lead will help determine if a change initiative is successful! It is important for managers to facilitate certain actions during the change process and this includes: Communicate with direct reports about the change, demonstrate support for the change, coach employees through the change, engage with and provide support to the project team, and identify and manage resistance (Creasey, n.d.). Managers need to voice expectations for the change initiative in a clear way that the staff can understand. They can also serve as role models during the implementation process!
Creasey, T. (n.d.). The role of managers in change management. https://blog.prosci.com/the-role-of-managers-in-the-3-phases-of-change-management
Hello Dr. E and Class,
I believe that communication skills are critical for all managers and leaders. Good communication skills enable managers and leaders to carry out their responsibilities more effectively throughout the organization. The role of good leaders and managers is to communicate various topics to a large number of people in an effective and clear manner that others can understand. The main goal is to achieve the desired result through the changing process.
Replies
Hi Dr. E,
“It takes a whole team of people to build a great company, but it only takes one bad leader to ruin it” (Blanchard, 2010, p. 44). Managerial communication within the organization and with stakeholders is critical. “Change management is an essential component of any major transformation.” It is a necessary process that assists businesses in successfully implementing new strategies. Change management produces results by gaining top-level support, developing leaders who will act as change agents, and changing behaviors in frontline teams and individual employees in business units” (Neilson et al., 2004, p. 3). Department managers report to and share perspectives with the directors in my organization, and the directors share perspectives and report to the CEO/CNO. Each of the leadership teams is responsible for communicating and representing respect, value, our mission, and vision outlook to all stakeholders within the organization. As concerns are raised by employees, the leadership team will escalate them from the manager to the director to the CEO/CNO, as appropriate, to initiate a change. For leaders to communicate with change initiates, the eight-step change management method is essential, which includes establishing a sense of urgency; forming a powerful guiding coalition; creating a vision; communicating the vision; empowering others to act on the vision; creating and planning short-term wins for your team; consolidating improvements and providing more change; and institutionalizing new approaches (Spencer & Winn, 2004). It is critical for managers to maintain open communication, discipline, and safe working environments for their employees within the organization in order to initiate change.
Effective communication throughout the change process functions as the instrument conveying the vision for the change. Good communication during change fosters understanding, aligns the organization from top to bottom and guides and motivates employees (Merrell, 2012). Methods of communication are simultaneously crucial in obtaining stakeholders’ buy-in with support while also effectively communicating the vision and strategy. To prevent misunderstandings and foster confidence among stakeholders, all organizational leaders and communicators should provide a uniform message. A message that is both clear and persuasive that expresses the desired change is the foundation of effective communication. This message should outline the reasons for the change, the ideal future state, and the organization’s strategies for getting there.
Several problems are occurring if the organization’s communication mechanism begins to deteriorate. Stakeholders may become puzzled or perplexed about the change’s goals, tactics, or motivations. A lack of commitment and involvement might be brought on by misalignment. Employees and other stakeholders may become resistant and skeptical because of a communication failure. Low morale, lower output, or outright antagonism to the change can all be signs of resistance. Poor communication can provide a void where rumors and conjecture might flourish. This might further damage people’s faith in the change-making process. Stakeholders may not completely comprehend their roles, responsibilities, or the processes necessary to accomplish the intended goals. effective communication is crucial for stakeholders to understand the goal, methods, and justification of a change. As communication breaks down, misalignment, opposition, and gossip eventually cause the collapse the change attempt. Successful change management is based on effective communication, both in expressing the need for change and resolving concerns.
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
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