Group/Individual Level

Knowledge and awareness - What people will likely want to know

There are several questions that people will be asking themselves at this point.Basically, you need to tell them 'who, what, where, why, how, when' in relationto the changes you are planning. If you do not have complete information, that is fine.Tell people what you know and when they can expect to hear the rest. This is your first and foremost job as a change implementor - to communicate. You will need to be clear on your answers and you will have to communicate the answers to these questions many times, in many ways, to many people. Some specific things people will likely want to know are:

 

  1. Why do you want to implement this innovation or technical change?
  2. What has changed within the organisation and/or its environment that requires you to change?
  3. What has triggered those internal or external forces for changes?
  4. What behaviours must people engage in for the organisation to be successful in the future?
  5. What can they expect to get out of it?
  6. What corporate competencies are required for the organisation to be successful, and what individual competencies must be aligned with these corporate strengths?
  7. What are the outcomes and behaviours that you will be expecting and rewarding in the future?

It is also important to identify and communicate what is not going to change. Times of change are times of uncertainty and fear for many people. Even for those who handle change relatively well, there is sometimes a sense of too much happening, too quickly. Because of this, it is important to communicate to people what is not going to change. What is it that we can count on?

Find something that will not change and play those up. Some people need a handle, something to hold on to, during times of instability and significant change.

[See related information on communication.]
[See related information on communication skills.]

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