Short Essay on Change
Communicating Change To Others
A client recently asked us to put together a short handout for his managers on communicating change. They liked it so much that we thought why not pass it on to our subscribers and customers. Please feel free to use this in your training sessions.
Five Simple Tips To Communicate Change
For all change programs, always make sure to keep it simple. Explain The Reason For The Change It is widely accepted that people resist what they are not involved in. Inform people why the change is necessary. Offer staff as much information as is available. Ensure that there is also a process that keeps staff updated on progress. Talk To People In Person How would you feel if you received a memo or letter announcing a change that impacted you directly? We suspect that you would not be happy! Well, that is how most people feel in this situation. It is always important, wherever practical, that you inform people about a change in person. Written announcements tend to be cold and do not let people express the feelings that they have. These feelings are real. They should be heard even though if you may not agree with them initially. We all like to feel that we are heard - by listening you may also learn something. Speak The Truth
Never lie or hide known information. It will come out and destroy your credibility. The more informed that people are, the less nervous that they will feel about a change. Remember, if you don't have an answer to questions, then admit that this is the case. Always demonstrate a commitment to finding an answer. Don't Be Afraid To Say How You Feel It is very important that you express your feelings. Often this expression will reflect how others feel. When you mix this with a vision of the future, you will encourage others to come on board with the change. Take The First Steps Together The change journey must start straight away. Everyone must have a responsibility to be involved.
A client recently asked us to put together a short handout for his managers on communicating change. They liked it so much that we thought why not pass it on to our subscribers and customers. Please feel free to use this in your training sessions.
Five Simple Tips To Communicate Change
For all change programs, always make sure to keep it simple. Explain The Reason For The Change It is widely accepted that people resist what they are not involved in. Inform people why the change is necessary. Offer staff as much information as is available. Ensure that there is also a process that keeps staff updated on progress. Talk To People In Person How would you feel if you received a memo or letter announcing a change that impacted you directly? We suspect that you would not be happy! Well, that is how most people feel in this situation. It is always important, wherever practical, that you inform people about a change in person. Written announcements tend to be cold and do not let people express the feelings that they have. These feelings are real. They should be heard even though if you may not agree with them initially. We all like to feel that we are heard - by listening you may also learn something. Speak The Truth
Never lie or hide known information. It will come out and destroy your credibility. The more informed that people are, the less nervous that they will feel about a change. Remember, if you don't have an answer to questions, then admit that this is the case. Always demonstrate a commitment to finding an answer. Don't Be Afraid To Say How You Feel It is very important that you express your feelings. Often this expression will reflect how others feel. When you mix this with a vision of the future, you will encourage others to come on board with the change. Take The First Steps Together The change journey must start straight away. Everyone must have a responsibility to be involved.