•Are preferred senders used for Communication?
•Employees prefer to hear from two people, the person at the top of the change for business issues & reasons for change & their immediate supervisors for personal impact of the change
•Common mistake is to have a project team or the project leader sending all comm.
•Face to face communication
•Most effective form of communication, even though it is more time intensive
•Repeating key messages
•Important to repeat key messages number of times
•Educating the communicators on how to deliver the key messages
•Finding effective ways to reach the audience
•Use numerous channels to reach employees
•E.g. meetings, one on one, newsletters, presentations, brainstorming workshops, lunch & learn intranet Q & A forums, CDs, screen saver messages etc.
•creative in how you communicate & gather feedback from the employees
•Evaluate the effectiveness of your communication messages
•Find ways to ensure that employees are hearing & interpreting your messages correctly
•You should continue to correct & refine your communication based on the feedback
Resistance Checklist
•Expecting & planning resistance
•Human resistance is natural & common
•True for changes at home & at work
•Even the change or solution is for the better, do not be surprised if you experience resistance
•Expect & plan resistance & identify steps to build buy in & commitment
•Where will the resistance come from
•Think where it will come from & how will you deal with it
•Resistance will come from the groups that are heavily invested in how things are done today
•Resistance can come from the parts that experience most drastic changes or where changes have failed in the past
•Proactively identify where it will come from
•Identify the potential risk to the project related to resistance
•Risk is to the project & to the organization
•Resistance to change can result in Project delays, Project missing their objectives, ROI being lower than expected or change being totally scrapped
•Document the risks associated with resistance & how you can mitigate these risks
•Diagnose the root causes of resistance
•Identify & deal directly with the root causes
•Identify the top reasons for Employees resistance
•Employees are not aware of the need for change
•Be sure to address this issue
•Identify the top reasons for Managers resistance
•Loss of power & control
•Overload of current Responsibilities
•Lack of awareness of the need for change
•Have system in place to identify & react to resistance when it happens
•Prevent & mitigate resistance before it impacts the organization
•Be prepared to address resistance when it occurs
•Effective managers of resistance are those who have credibility & respect with the individuals who are resisting a change
•As a Project team member or a change management resource, you should prepare & support managers throughout the organization in their to task to manage resistance & help employees through the change process
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