Initial Change Communications – Do It Right from the Get-Go
Don’t join the 70% majority of companies whose change initiatives fail! Too many organizations and change management simulation participants are not rigorous enough at the outset as they strategize, plan, and communicate desired organizational changes. Change leaders should not leave anything up to chance.
Poor initial change communications are major factor in failing to win the hearts and minds of those most affected by change at work. When we ask employees, they tell us that leadership’s vision of change often lacks the accuracy, urgency, clarity, relevancy, and messaging that inspires commitment and alignment.
Studies reveal that only 13% of U.S. workers strongly agree that their leadership communicates effectively and only 2% more that their leaders create enthusiasm for the future.
To set the stage for effective change, you need to convey a message that both explains the need for change in way that resonates with employees and also inspires their commitment to the future vision.
4 Keys to Better Initial Change Communications
To do better change communications right from the very beginning, here’s what change leaders need to do:
The Bottom Line
There is no secret sauce for change success. Our change management simulation participants know that it takes work to plan and tell a persuasive story and patience to sustain forward motion and realize the desired changes.
To learn more about being an effective change leader, download The 5 Science-Backed Lenses of Change Leadership that You Must Get Right
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