Human history is full of changes, yet many changes are happening across the globe. Change can affect people, machines and the environment. Regarding the businesses, change can be brought about, mergers and acquisitions, organizational transformations, advances in technology and alterations in customer expectations.
Corporate life is full of changes, but experience has shown that many change initiatives fail to deliver. Change may affect the loyalty, the morale and motivation of employees. It may also negatively affect their job security feelings.
A company consists of people and therefore, when change affects the company, it finally affects all its people, whether managers or frontline employees. Therefore, managing people is key to managing change and organizational transformation.
Communicate the new vision
Communication is a key tool through which organizations can influence employees including their emotions. Communication is particularly important during change periods, as it can help employees cope with uncertainty, thereby increasing productivity. To this end, communication should be clear, reliable and considerate, and delivered through a variety of channels. Good internal communication can touch the hearts and minds of people and engage them to the change targets.
To manage effectively an organizational transformation, use an inspiring vision to let your people know what is changing, why, how the change will take place and when. This will help you communicate effectively the “big picture” to your audience.
For optimal change results, use presentations to communicate in both ways:
- Traditional top-down communication (i.e., conveying information) to alleviate worries and
- Engaging interaction (i.e., exchanging information) is necessary for optimal change results. Organize interactive workshops, labs and other ceremonies that will help you get your message across.
If you need help in designing your organizational transformation presentations contact email@example.com. Elevate your communications.This article contains information from the below sources:
- Cynthia B. Torppa & Keith L. Smith (2011) Organizational Change Management: A Test of the Effectiveness of a Communication Plan, Communication Research Reports, 28:1, 62-73, DOI: 10.1080/08824096.2011.541364
- James Harkness (2000) Measuring the effectiveness of change – The role of internal communication in change management, Journal of Change Management, 1:1, 66-73, DOI:10.1080/714042457
- J. S. Oakland & Stephen Tanner (2007) Successful Change Management, Total Quality Management & Business Excellence, 18:1-2, 1-19, DOI:10.1080/14783360601042890
Riikka Harikkala-Laihinen (2022): Managing Positive Change: Emotions and Communication Following Acquisitions, Journal of Change Management, DOI:10.1080/14697017.2022.2091635