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Last updated on 2024年8月7日

Here's how you can effectively communicate change within an organization.

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Change is a constant in the business world, and how you communicate it within your organization can make the difference between success and resistance. As a leader, it's your responsibility to ensure that your team understands not only what is changing but also why it's necessary and how it will benefit them. Let's dive into the strategies that will help you effectively relay change to your staff, fostering an environment of acceptance and collaboration.

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Ana Estrada - Benziger México

Ayudo a Directores de R.H a mejorar la productividad y retención de talento en la empresa a través de la neurociencia…

1 Understand Why

Before you announce any change, it's crucial to fully grasp the reasons behind it. This means looking beyond the surface and understanding the implications for every level of your organization. When you communicate change, being able to articulate the 'why' provides context that can help alleviate fears and uncertainties. It also shows that the decision wasn't made lightly and that leadership is thinking strategically about the future. Your team is more likely to get on board when they see that there's a well-thought-out plan in place.

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Ana Estrada - Benziger México

Ayudo a Directores de R.H a mejorar la productividad y retención de talento en la empresa a través de la neurociencia aplicada. Representante Benziger México
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Siendo responsable de equipos en más de 9 países, me dió el reto de desarrollarlos sin que los cambios de carrera necesarios para crecer el negocio se tradujeran en renuncias!. Soy empática, pero eso no te dice las preferencias reales de los colaboradores, las que incrementan la satisfacción a un nivel que dan el extra. Pero una héroe, la neurociencia, me ense?ó a conocer a mis reportes más que ellos mismos, convirtiéndome en líder de resultados y la mejor coach de talento para América Latina. "There is no free lunch". Eso que suena tan mágico requiere que inviertas en ti para volverte uno de esos líderes que la gente mata por trabajar con ellos :) Sin eso, solo serás fácil víctima de las garras de las juntas y de los imprevistos :(

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Esmeralda Garcia, MBA

?? Strategic Leader | Global Career Services Expert | Transformative Higher Ed Innovator | 15+ Years Driving Academic Change ?? #EducationLeadership #CareerDevelopment #GlobalInnovation
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Outline the reasons for the change, the goals, the benefits, and the steps involved. Ensure this plan is well-documented and accessible. Secure the commitment and visible support of top leaders. Their endorsement and active participation are vital for reinforcing the importance of the change. Understand who will be affected by the change and involve them early in the process. Tailor your communication to address their specific concerns and needs. Start communicating about the change as early as possible and maintain consistent updates throughout the process. Regular communication helps reduce uncertainty and build trust. Utilize a variety of communication channels to reach everyone in the organization.

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2 Craft the Message

Crafting your message is a delicate task that requires attention to tone, language, and clarity. Your message should be concise, avoiding jargon that could confuse or alienate your staff. Use empathetic language to acknowledge how the change might impact your team, and be transparent about the aspects that are still in flux. It's important to strike a balance between being honest about the challenges ahead and optimistic about the opportunities that change brings.

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Ana Estrada - Benziger México

Ayudo a Directores de R.H a mejorar la productividad y retención de talento en la empresa a través de la neurociencia aplicada. Representante Benziger México
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Hay cerebros aman el cambio y otros lo alucinan. ?Qué mensaje dar para convocar a colaboradores literalmente opuestos? A mi me funcionó incluir 1 ventaja para cada uno, entendiendo que no hay cómo lograr el mismo entusiasmo colectivo. Ejemplo (lee de continuo las frases entre comillas): - Para líderes del cambio: "Esta nueva forma de trabajar será el piloto donde implementes alternativas para..." - Para líderes de lo financiero: "...incrementar resultados con estrategias..." - Para líderes de la gente: "...que también incrementen la satisfacción laboral..." - Para líderes de procesos: "..llevándonos a un nuevo sistema que asegure resultados predecibles". Si te gustó alguna de las 4 frases ya puedes sospechar tu Estilo de Pensamiento :)

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3 Choose Channels

Selecting the right channels to communicate change is as important as the message itself. Depending on the size and structure of your organization, you might use emails, meetings, or internal platforms. Consider the nature of the change and the preferences of your staff when deciding on the best mediums. For example, significant changes might warrant an all-hands meeting, whereas smaller updates could be effectively communicated via email.

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4 Timing is Key

Timing can significantly affect how change is received. Aim to inform your staff as soon as possible without jumping the gun. If you disclose information before all details are ironed out, you risk creating unnecessary confusion. Conversely, waiting too long may lead to rumors and anxiety. Find a sweet spot where you have enough information to answer questions confidently but are still ahead of the gossip mill.

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5 Encourage Feedback

Encouraging feedback is not just about listening — it's about creating a two-way dialogue where staff feel genuinely heard. Provide channels for your team to share their thoughts and concerns. This could be through surveys, suggestion boxes, or open forums. Acknowledge all feedback received, and where possible, incorporate it into the change process. This approach not only helps in fine-tuning the initiative but also empowers your team by giving them a voice.

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6 Follow Through

After you've communicated the change and addressed initial feedback, it's vital to follow through with your plans. Keep the lines of communication open and provide regular updates on the progress of the change initiative. If there are setbacks or delays, be upfront about them. Consistent communication reinforces trust and demonstrates that the change is being managed with attention and care.

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Here's how you can effectively communicate change within an organization.

1

2

3

4

5

6

1 Understand Why

2 Craft the Message

3 Choose Channels

4 Timing is Key

5 Encourage Feedback

6 Follow Through

Staff Development

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Here's how you can effectively communicate change within an organization.

1

2

3

4

5

6

1 Understand Why

2 Craft the Message

3 Choose Channels

4 Timing is Key

5 Encourage Feedback

6 Follow Through

Staff Development

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感谢您的反馈

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