Can we talk? Holding effective change conversations.
Introducing change to an organization is never easy. For the most part, humans are resistant to change; it’s in our evolution—same equals safe. However, for organizations to thrive, grow, and succeed, change must happen. And for that to take place, it needs to be effectively implemented. The first step is to discuss these changes!
According to McKinsey, about 70% of organizational change efforts fail, often due to poor communication. So, how do you have productive conversations about upcoming changes? How can you communicate what to expect without overwhelming your audience? Let’s explore this together!
Introducing the Change! Know your audience. Who needs to know about this change? Who are your key stakeholders? Start by listing them. Who is directly impacted? Are there indirect impacts? Make sure to include those as well. Once you have a solid list of stakeholders, it’s time to start communicating!
What Are You Actually Asking? Think about the change and what behaviors you are requesting. Is this a new software application? Is it a new process? Are there new forms or screens that need to be completed? At this stage, you are establishing a communication tool rather than providing training, but you still need to offer a framework for what to expect with this change.
Why Are We Making This Change? There is nothing more frustrating for a team member than change for change's sake. In reality, most changes aren't arbitrary. So why are you making this change? What are the expected outcomes? Highlight these points! People are more likely to support a change when they understand its purpose. Personalize this message for your stakeholders by addressing WIIFM (What’s In It For Me?).
Now that you’ve answered these questions and crafted your message, just sending it out isn’t enough. WRONG!
Now it’s time to start having these conversations, and you need to have them more than once. In fact, you should communicate your message at least seven times. A common rule of thumb in change management suggests that a message must be communicated seven times before it truly sinks in. This comes from studies on repetition and retention. But more importantly than merely repeating the change seven times (it’s not like saying Beetlejuice), how are you ensuring that you’re communicating this regularly, effectively, and in multiple formats?
Consider personal conversations with small groups or one-on-one discussions to encourage openness and honesty. Include updates in newsletters or emails. Even occasionally holding larger meetings is appropriate, just be sure that the meeting is a good use of everyone’s time. Finally, as your change progresses, ensure that you are providing regular updates on the change and how it impacts your team.
Would you like to know more about communicating and managing changes? Check out our impact change mini-guide. Download your free copy here!
