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Bsbwor501 Change Management Communication Plan

713 Words3 Pages

The initial step in preparing for change is to determine the scope of change communication required to get the information across to employees (Barrett 2013, pg. 364). Communication is the best way to prepare and notify staff members. First, determine if the proposed change is a major transformation for the entire organization or if it is only incremental adjustments. Second, distinguish if the change involves the entire organization or it is specific to one department? By narrowing down the expansion of the change, it will be easier to identify who needs to be informed and how. Lastly, identify how many people in the organization will be affected by the adjustment (Barret, 2013). If it is a simple change then basic communication effort is …show more content…

Phase one will consist of designing the communication change strategy and plan. As the most vital step in the three-phase plan, determining the current communications, forming a communication team and strategy will allow the organization to think what employees will need to comprehend to accomplish the new change objectives (Barret, 2013, pg. 366). Secondly, phase two will consist of launching the change communication and ensuring employee understanding (Barret, 2013, pg.368). The best way to align the organizations understanding with the new change is to present the new vision whether you are communicating the change through meetings, media, or in person. The third phase will be monitoring results and making adjustments based on the progression being made (Barret, 2013, pg.369). Conducting initial and midterm assessments and feedback will assist the organization and the employee during the …show more content…

The Change Curve provides an explanation through the cycle of employee resistance to employee conformation to include denial, doubt, acceptance, and the new norm (Insights, n.d). Factors such as poor planning and lack of communication does not instill confidence within employees who are already confused and self-critical due to a new change. By understanding this normal response and knowing how to guide your employees through it will ease the transition process and allow the company to reap the

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In order to for employees to be successful in their roles, they need to have feedback on how they are doing and if they need to improve. If this feedback is not provided to them then we will not be able to perform at their best or grow in their performance. Performance appraisals are one of the most commonly used methods to provide feedback to employees. However, as discussed in this week’s text, performance reviews have advantages and disadvantages. The advantages include that it allows the managers and employees to have an overview of what the employee is actually doing.

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Although there is some resistance, most officers adapt easily and are open to new ideas. The key to any change effort is to explain the reason for the change to the rank and file, give them an opportunity to question the change, and provide opportunities for them to become involved. Information is power and the more information provided to the organization reduces the apprehension among its members. For any change effort, it is imperative to get all leaders from the organization, formal and informal, involved in the process. Change must come from the top, but formal leaders can only carry the message so far.

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449 Words | 2 Pages

Releasing too much information about change can cause some employees to feel that changes are not needed or that their jobs may soon be on the chopping block if the proposed changes take place. In these instance organization have released change proposals that do not fully detail the changes that are projected to occur within the organization. This is done in an effort to curb the fears and resistance to change that is slated to happen. Consequently this can also cause more problems for organizations and lead to apprehension among employees. Resistance to change is human nature and therefore unavoidable.

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Therefore, the employees will understand the sense of urgency and are more willing to except the fact that a change is necessary. Step 2 Creating the Guiding Coalition: Assemble a group capable of leading

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878 Words | 4 Pages

The first step to take to decrease the intent to resist the change plan is to depersonalise the issue. “Depersonalising the problem decreases the emotional reactivity to the situation, which allows for, and even encourages change. Once the emotional reactivity has dissipated, the firm and employees are able to move into the change mode.” (Balestracci, 2003, p. 42) Kotter and Schlesinger suggest that the six main resistances to change approaches are the following: 1.

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480 Words | 2 Pages

They then need to make sure everyone can assist with the new vision of the changes. Leaders will than need to set short term goals for employees to reach and that will lead the company to meeting their long term goal. As these goals are met the company has to be ready to make more changes once everyone is ready for them. Finally, all the changes will need to be adopted by all the employees. The adoption process will involve empowering the employees to be able to embrace the changes with a few challenges (Dean, 2009).

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Change initiative: Implementation, evaluation, and sustainability Change is something that happens in our daily life, particularly in Health Care field. It is a path of continuous change, particularly due to the internal and external factors that affect the organizations. The change model the author has came up and was presented in the previous presentation called Colorina’s Change Model will be utilized in this paper to help the identified issue regarding communication of new information within the facility and could benefit from initiating a change. In this paper, the issue and the current outcomes as a result of the issue identified together with the external and/or internal driving forces, contributing issues, and the people affected;

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As a change consultant, building open and honest trust with these players would help unearth the undertow of beliefs spreading throughout the department, in order to strategize the response and influence change. To best capture these talking points, the following change worksheet will be utilized and bridge the step into strategic design: Audiences (Groups) How Will the Group Be Affected? Who Are the “Lions” in the Group? What Are the Channel Preferences of the Group?

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If you’re not right there you might not be aware of the change. You might have to hear it from a coworker, which isn’t the best option. Employees need to hear the change plan directly from a manager rather than a coworker. Coworkers could leave things out or even sway the persons feeling about the

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356 Words | 2 Pages

The acceptance of change and the willingness to embrace it is largely dependent on the experiences that employees have had in the past. No one generation is more or less likely to resist change and it is fair to anticipate resisters to change from all four generations. In a Traditionalist’s world, change only happened when there was a good reason for it. The old adage ‘if it ain’t broke, don’t fix it’ was often applied.

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1175 Words | 5 Pages

However; we planned the change taking into consideration both internal and external change drivers for the current state, desired state, and the delta. By identifying the factors of change, I prepared the plan. I had presented the first communications to the organization during an all-employee meeting. Communicating the urgency and the need to move forward was established.

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984 Words | 4 Pages

However, when there is a case of slow buildup of success in the organization, the employees may begin to raise questions on the validity and the importance of the change. When such questions are raised it usually precipitates to employee resistance to changes. It is therefore, important for the management of the organization to ensure that they educate the employees on the benefits and rewards of changes. It is also important for the management to let the employees know that the expected changes will take time to have a positive impact on the organization. That will help the organization to avoid any resistance (Collins, 2005, p. 110).

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1435 Words | 6 Pages

Change typically affects most organizations in two ways, it can be rebuffed requiring those opposed to it to be dragged kicking and screaming (old guard usually) towards the change. Or it can be embraced, with those (new guard usually) making efforts to identify and understand these new rules of a new

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921 Words | 4 Pages

Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

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• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.

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