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    7 Communication Do's and Don'ts For Leaders Facing Rapid Organizational Change

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    Anshumali Saxena
    This document provides guidance for leaders facing rapid organizational change through communicating effectively. It begins by establishing the context of increased change due to technology and the need for organizations to adapt. It then discusses research showing low success rates for organizational transformations and change initiatives. The document emphasizes that successful change starts with leadership communication. It provides dos and don'ts for leaders, focusing on painting a compelling vision of success, leading by example, tapping into shared values, and maintaining empathy. It stresses the importance of virtual communication given most work is now conducted remotely.

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    7 Communication Do's and Don'ts For Leaders Facing Rapid Organizational Change

    Uploaded by

    Anshumali Saxena
    109 views10 pages
    This document provides guidance for leaders facing rapid organizational change through communicating effectively. It begins by establishing the context of increased change due to technology and the need for organizations to adapt. It then discusses research showing low success rates for organizational transformations and change initiatives. The document emphasizes that successful change starts with leadership communication. It provides dos and don'ts for leaders, focusing on painting a compelling vision of success, leading by example, tapping into shared values, and maintaining empathy. It stresses the importance of virtual communication given most work is now conducted remotely.

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    7 Communication Do’s and Don’ts for Leaders Facing Rapid Organizational Change

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    This document provides guidance for leaders facing rapid organizational change through communicating effectively. It begins by establishing the context of increased change due to technology and the need for organizations to adapt. It then discusses research showing low success rates for organizational transformations and change initiatives. The document emphasizes that successful change starts with leadership communication. It provides dos and don'ts for leaders, focusing on painting a compelling vision of success, leading by example, tapping into shared values, and maintaining empathy. It stresses the importance of virtual communication given most work is now conducted remotely.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    109 views10 pages

    7 Communication Do's and Don'ts For Leaders Facing Rapid Organizational Change

    Uploaded by

    Anshumali Saxena
    This document provides guidance for leaders facing rapid organizational change through communicating effectively. It begins by establishing the context of increased change due to technology and the need for organizations to adapt. It then discusses research showing low success rates for organizational transformations and change initiatives. The document emphasizes that successful change starts with leadership communication. It provides dos and don'ts for leaders, focusing on painting a compelling vision of success, leading by example, tapping into shared values, and maintaining empathy. It stresses the importance of virtual communication given most work is now conducted remotely.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 10

    7 Communication Do’s and Don’ts

    for Leaders Facing Rapid Organizational Change


    “It is not the strongest or the most intelligent who will survive but
    those who can best manage change.”
    Charles Darwin

    In an increasingly interconnected world, change and disruption are the new normal. Technology has
    been the catalyst for great accomplishment and even greater change. With the faster pace of work,
    organizations are forced to make a choice: adapt or get left behind.

    From mergers and acquisitions to pivots and other corporate shifts, many of today’s businesses
    are undergoing major transformations to stay competitive, and the effects are felt across the entire
    organization.

    Organizational Change By the Numbers


    A McKinsey survey of 3,000 executives revealed that enterprise
    transformation efforts succeed only 40% of the time.
    A study from Harvard Business Review found that more than 70% of
    business transformation efforts fail.
    A recent Towers Watson survey found that only 25% of change
    initiatives succeed long term.

    So how can you navigate such massive change with better success and higher morale?

    It starts with your leaders.


    To survive, leaders must step up and steer their teams through uncertain times with authentic,
    consistent, and strategic communication. They must paint a clear picture of success for their teams
    and guide them to the end goal. With the right approach and mindset, organizations can succeed
    through times of change.

    In the next few pages we are going to review the top do’s and don’ts for leaders facing change, but
    first, let’s take a quick look at why this is so important.

    2
    The Effects of Change on Organizations

    “Change is inevitable in organizations, and when it happens,


    leadership often underestimates the impact those changes
    have on employees.”
    David. W Ballard
    PsyD, MBA, head of APA’s Center for Organizational Excellence

    The stakes of organizational change are high, and the uncertainty that comes with disruption can
    have devastating effects on employee productivity, turnover, and engagement. According to APA’s
    2017 Work and Well-Being Survey of employed U.S. adults, those who had experienced recent or
    current change at work were

    2x 3x 3x
    more likely to more likely to distrust more likely to feel
    report chronic stress their employer cynical about change

    Particularly during cutbacks and restructuring, employees can become uncertain of the future of the
    organization and their role within it, leading to anxiety, burnout, and disengagement.

    Shifting the Perspective


    Change is an inevitable aspect of life and business and it can sometimes be difficult to navigate.
    Focusing on the possibility of failure can be toxic. Fortunately, it’s possible to break this negative,
    self-fulfilling prophecy. It starts with acknowledging that change is inevitable and that success is not
    only possible, but likely. One study from the University of Chicago found that simply shifting the
    focus and communicating the probability of success eliminated negative bias and increased the
    chances of success.

    3
    Your Brain on Change

    We are emotional beings.


    According to neurologist Antonio Damasio, humans do not make decisions purely based on logic. This
    is because the prefrontal cortex is so tightly wound to the amygdala, which is the part of the brain
    responsible for human response and emotions. So even when you present an entirely logical idea, it may
    not accomplish your goal. Humans need more than logical facts to buy into an idea.

    We are creatures of habit.


    Science shows that the more we do something, the more likely we are to do it in the future. Habit is in
    fact one of the most powerful forces in a person’s life and takes place in the basal ganglia. (For a great
    read, check out Charles Duhigg’s The Power of Habit.) For a new concept to truly stick and for change
    to occur, our brains need to build new connections and neuronal circuits. This can only be completed
    through habit or hearing the message more than once.

    We seek answers and simplicity.


    Uncertainty can trigger powerful human emotional and behavioral reactions. The prefrontal cortex
    can only handle so much information at once before it starts to reject new intel. This is a defense
    mechanism that your brain uses to protect you from information overload, which is why clear and
    consistent communication is critical for successful change to take place.

    We assume the worst.


    It is human nature to assume that failure is a more likely outcome than success, thanks to our
    ventromedial prefrontal cortex. According to a series of studies from the University of Chicago, “people
    demand less evidence to diagnose lasting decline than lasting improvement, despite similar evidential
    quality.” These negative biases can wreak havoc on organizational change initiatives.

    4
    Change can be hard.
    It can also be incredibly fulfilling.

    So, how can leaders stay inspired and lead their teams
    through times of change? Now that we understand how the
    brain works and the biases steering human change behavior,
    it’s time to dive into seven do’s and don’ts for leaders
    looking to motivate and inspire their teams.
    Do: Paint a Picture of What’s Possible
    The most powerful thing a leader can do to shift negative bias toward change is to share a
    compelling vision of what that success looks like. The best way to convey this message is through
    storytelling.

    Storytelling allows leaders to connect to listeners on an emotional level, and make incorporated
    facts easier to remember. In fact, research done by Princeton neuroscientist Uri Hasson shows that
    storytelling can actually synchronize patterns in the listener’s brain with the teller’s brain through
    a process known as neural coupling. These qualities are especially important when trying to align
    an organization around a change message by cascading it through several layers of management or
    across functional lines.

    Don’t: Forget to Walk the Talk


    To maintain employee engagement during a shift, it’s more important than ever to lead by example.
    The team will turn to leadership to set the tone through the unknown. Want an open, engaged team
    who feels comfortable raising a red flag and works collaboratively to tackle issues? Get out of the
    office and ask people how they’re feeling. Share what excites you about the road ahead. React to
    challenges with patience and a problem-solving attitude. Ask others for advice and help—and accept
    it.

    According to Gallup’s 2015 State of the American Manager study of 2.5 million
    manager-led teams:
    “Employees who are supervised by highly engaged leadership
    teams are 39% more likely to be engaged themselves.”

    Anxiety and change fatigue are unavoidable but you can minimize them by establishing trust and
    showing people how to react to change in a healthy way.

    6
    Do: Tap Into Your Values
    Navigating change requires transparent, authentic dialogue between your organization’s leaders
    and employees. People are already suspicious and uneasy and any perceived feelings of evasion or
    conspiracy can quickly snowball into mistrust.

    Unfortunately, the disruptive nature of change ensures that despite best efforts, there will be times
    that communication gets murky.

    A shift in strategy could be the result of new information or changing environmental factors.
    Needing to make a snap judgement with limited data might lead you to a conclusion that you later
    have to retract. Confidentiality restrictions might prevent you from sharing pieces of information
    crucial to a decision.

    One way to maintain trust when struggling to communicate a consistent or fully transparent
    message is to share how your values guide you. What do you believe in? How do these values
    connect to your vision for the organization? How did they lead you to a conclusion?

    Don’t: Forgo Your Empathy


    According to John Kotter’s “8 Step Process to Successful Change” the first step is creating a sense of
    urgency. But you need to understand the difference between urgency and anxiety. In order to lead
    through change, you need to allow space for people’s emotions and humanity—and then find a way
    to guide them back to the vision.

    Before any communication, think through the impact on your audience and what questions and
    reactions you may illicit. What would you think or feel if you were them? What do they need to hear
    from you to feel safe and stay focused?

    By strategically considering your actions or talking points in this way, you boost the impact of your
    message and prepare yourself to respond to hard questions with empathy instead of defensiveness.

    7
    Do: Consider Your Virtual Impact
    Prior to a town hall, keynote, or board meeting, many of us spend hours practicing, preparing, and
    being coached on our impact. Yet despite almost 80% of business being conducted virtually these
    days, many leaders think nothing of firing off an important email or making an announcement on a
    conference call without the same level of strategic preparation. Virtual communication should be as
    strategic and intentional as face-to-face interactions.

    Don’t: Forget to Check In 1-1


    “Confronted by change, people go through a time of transition
    that is rarely easy. They adapt at different paces and in various
    ways, depending upon the circumstances and the individual.”
    Michael Wakefield
    Co-Author of Leading Authentically in Times of Transition

    Your team members will adjust to change differently. Some may be on board immediately while
    others may take a little more time. Meet regularly with your direct reports to gauge their emotional
    state, answer questions, and listen for change fatigue. Taking the time to explain their individual role
    in achieving the vision and helping them focus on what is most important can also go a long way
    towards engagement and motivation.

    8
    Do: Wear Your Coach Hat
    Be prepared to coach people through their differing reactions and give managers the tools they need
    to guide others through ambiguity.

    One of the positive effects of the change process is that it can foster innovation and bring new
    high potentials to light. Who is stepping up and rallying others? Who is reacting to roadblocks with
    fantastic new ideas?

    Identify, reward, and nurture these people through regular coaching. If they see the change
    landscape as an opportunity for development, it will be a win-win for your organization.

    On the flip side, coaching can also help those struggling through a change. Giving regular feedback
    and direction will keep them from shutting down and tuning out.

    So What Does It All Mean?


    As organizations grow more complex and find themselves in
    a perpetual state of change, many experience higher levels of
    turnover and lower levels of productivity as employees grow
    increasingly confused and fearful about the future. To combat this
    problem, leaders must become super-communicators with the
    ability to inform, inspire, and engage their people consistently and
    compassionately across all channels.

    9
    Do your leaders have the tools they need
    to effectively communicate through
    organizational change?

    If you are not sure, Ariel can help.

    Ariel’s blended solutions leverage experiential learning and


    cutting-edge technology to ensure your people write, speak, and
    sell with impact and emotional intelligence.

    For more information visit ArielGroup.com or reach


    out to [email protected] anytime.

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