In many change programs, the context and purpose of the change is not clearly communicated to those involved and affected.
The lack of clarity leads to uncertainty, lack of confidence, miscommunication and poor execution. This result can derail the change initiative from the beginning.
To avoid this, a clear summary document is very important. It can focus the purpose of the change, it provides stakeholders with a source material, tools for communicating with others and guidance on how to provide support during the process. It gives the foundation and the framework at the same time.
Development of this document encourages a clear thinking about the process and the process. The secret of good writing is clarity, simplicity, brevity and humanity.
10 tips to communicate change
- Why are we doing this?
- How can we make this happen?
- What does it mean for me?
- Are the purpose, direction and approach defined and documented clearly?
- Develop a summary document to drive clarity and to serve as a reference source on the purpose and process of change
- Distribute the document
- Create a brief elevator pitch for managers (what is changing and how the transition will be accomplished)
- Create other tools to assist in the process e.g. video presentation from executives discussing changes with their teams, teams in charge of execution discussing the approach
- Maintain and manage the summary, keep it current, accurate and complete
- Provide online access and enable input, questions and discussion