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Communicating Change

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Millie Fast
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25 views7 pages

Communicating Change

Uploaded by

Millie Fast
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Communicat

ing Change
(HBS Online)
4 Steps to 1. Share a Vision.
Communicate 2. Tell a Story.

Organization 3. Make Those in Your


Organization the Heroes.

al Change 4. Chart the Path.


… of how the organization can
benefit from the transition

Share a - How will the organization operate


once the change is made?

Vision
- What will employees experience
as a result of making the
necessary transitions?
- Will there be tangible results?
What will those results look like?
- Will there be a sense of
accomplishment? What will that
feel like?
- What will the rewards be, both
for the individuals and your
organization as a whole?
Telling a story enables everyone to
envision where the company needs
to be, but also where it currently is

Tell a and how to transition.

Story Where we are now

What we will do

How the result will look like


What we will become as a result of
this change
Tell employees what to do and what you

Make them
need to change

Heroes Inspire and enable employees to be


change agents as well

We need to tell a story where the employees


are not only part of that change, but could
be heroes in the story

- What can you do to make the individuals in


your organization active participants in your
change efforts? - - How can you make them feel
that changing with the organization will make
them the hero and not the victim?
Chart the Once you reach a shared vision—one
that your employees believe is good for
the company—it’s your role to show the

Path path that will get them there.


Not only communicating the initial
change initiative, but also make it clear
to your employees that there are
resources available to help them
transition. (Reduces overwhelming,
procrastination and fear.)
Communicating change isn't a one-and-
done effort.
Be prepared to communicate again and
AFTER THE INITIAL again throughout the change process.

CHANGE: KEEP Restate the vision, retell the story,


enable your employees to act as
COMMUNICATING! heroes, and chart and re-chart the path
when struggles arise.
Your organization will be more
motivated and equipped to make that
change effort with you.

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