When change communications go wrong
Being honest about change is critical if you want people to believe your communications and begin to think and feel differently. Excessive gloss will distort the issue and will begin to lose your communications credibility.
Giving people false optimism in our communications will only delay the inevitable reality and will damage your reputation and your ongoing efforts to communicate with people about other issues.
Be gentle but honest and truthful.
Review and refine
Change by its very nature means that we need to constantly review how messages are being received, what people have understood and how they are reacting. We need to keep our finger on the pulse and use ongoing evaluation to boost communications, or even go back a stage and explain again if necessary. A once and done communication will not bring about change.
So what can go wrong?
- Not listening to, acknowledging or responding to people’s concerns
- Not involving people in our communication efforts
- Not allowing people time to let go of the past, rushing our communications
- Dismissing the efforts and achievements of the past in our communications
- Not allowing people honest two way engagement
- Leaders do not have a clear vision in their communications
- Not communicating the timetable for change
- Relying on written communications and not building in enough support for communications for face to face discussions
- Not telling people the rationale for change
- Not getting our managers on board and equipped with good communications
- Managers saying one thing but doing another
- Communications moving on too quickly to the next change