3 Must Do’s When Communicating Change By: Keera Godfrey, MBA, M.S.

To change means to become altered, modified, transformed or converted. At every level, whether it is personal, in business, political, or social among friend or family, all of us have experienced change that alter our lives.

Whether the change is invited or not, it seems to penetrate our lives and demand our full attention. It is true that the only constant is change.  Organizations are constantly seeking innovative ideas that may lead to growth, faster production, cost-savings, and ultimately greater profitability, which basically means change.

So, what does training, education, skill assessments, business proposals, stakeholder involvement, and communications have in common? The answer, all of them are needed to support change. However, this integration must be monitored and managed. To better manage change (and the resistance to it) the best strategy is to create change agents at every level within the organization who can communicate with their peers. The reality is that most people do not like change and when change is not communicated effectively, the results can be disastrous.

Luckily, here at Naris Communications, we help our clients see change as opportunity.  We specialize in change management through strategic stakeholder communications and training to maximize each opportunity. Studies show that there are specific moments along the change curve to best influence stakeholders, the process, and the outcome of change. We help our clients capitalize on these moments to maximize performance and adoption.

3 Must Do’s

Communicate “the why”. Explain why the changes are happening and the overall benefits for the company. Make sure all verbal and written communication is clear and concise. Don’t let the benefits of the change get lost in translation.

Answer the question, What’s in it for me”? Most people want to know what’s in it for them. How does the change affect their current job status and daily tasks? Managers should be prepared to explain what is changing to their associates.

Allow Feedback and Questions. It takes time for people to adjust to change so keep an open-door policy for employees to ask questions. Consider hosting Listening Session or Q&A Session led by a skilled facilitator.

About Naris Communications, our experience in learning and development, proposal development, public and risk communications, change management, and ERP implementation, gives us the knowledge, skills, and tools needed to help you transition through change, achieve business objectives, and improve bottom-line results.

Call Keera Godfrey today to see how we can help navigate your change journey!

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