Change Communications – Part 1 Tackling the challenge of communication

Change Communications – Part 1 Tackling the challenge of communication

If you ask anyone about projects, programmes and change they will tell you about the importance of communication. Communication is the oxygen that flows through an organisation, unit or team that enables it to unite behind common goals and perform at its best.

At its best, effective communication unites, motivates and allows the organisation to understand its performance and results and the actions needed to improve them. At its worst, poor communication destroys trust and morale, creates division and hides the true extent of operational and performance weaknesses or failures and the actions required to address them.

If we have been exposed to a lack of communication or poorly prepared and delivered communication, we know how this can lead to cynicism and a breakdown in trust between management and staff or between different areas of the organisation. 

John Kotter, famous for his 8 Step Approach to Change says “Good communication does not mean that you have to speak in perfectly formed sentences and paragraphs. It isn't about slickness. Simple and clear go a long way.”

This is PART 1 of 2

1.    Tackling the challenge of communication

2.    Discussing tools for stakeholder management and communication planning

The Challenge of Communication

Good communication is not about transmitting information by email, newsletter or speech. Its is about creating understanding and mobilising effort.

I’ve seen perfect plans on walls, and fantastic reports on hard-drives, even speeches beautifully crafted for the lecture but they are worth nothing if the thoughts, feelings and actions are not in the people who will make the change happen.

I believe there are 6 clear rules for people who will make the change happen.

1. I know what is expected of me at work.
2. I have the materials to do my job well.
3. I have the opportunity to do what I do best everyday
4. In the past 7 days I have received recognition or praise for good work
5. Someone at work encourages my development
6. At work, my opinions count

There is plenty of evidence that words make-up less than 7% of what we understand from communication. The other elements include tone and body language. I believe that context and action are also key. Communication is loudest when it is seen in action. Communication is about the words and actions, thoughts and feelings that make the above list of 6 rules possible.

People need some element of belief before they act, a key question is ‘what does it take for you to believe?’

Further Resources

There are a couple of models referred to in this text. If you are interested in these the links below provide some useful additional resources.

8 Step Approach to Change

http://www.kotterinternational.com/our-principles/changesteps

What does it take for you to believe?

http://projectspeoplechange.blogspot.com/2013/04/what-does-it-take-for-you-to-believe.html

Tim Rogers

Founder ciChange

timrogers@ciChange.org

http://www.linkedin.com/groups/CI-Change-4301853

ciChange seminar and networking events for 2013 sponsored by Total Solutions Group http://www.tsgi.co/