Using Management Skills During Organizational Change – Part 2 of 3 Part Series

The following three step approach to managing organizational change is a powerful tool. This series will explore the three steps for creating & sharing a new vision, keeping communication channels open, and clarifying roles for the new organization. The first step, of Creating & Sharing A Vision, was discussed in the last article. Let’s move on to step 2.


Step 2: Keep Communication Channels Open

Once the organizational vision has been communicated, management teams need to set up channels for ensuring ongoing two-way communication with teams and individuals. If staff meetings are already a valued communication strategy, ensure that they are regularly scheduled for weeks and even months after the organizational change is announced. Additionally, it will be valuable for managers to arrange for other communication opportunities including face to face meetings with staff, teleconference sessions, web conferences and more. Staff will have key insights about potential roadblocks to implementing the vision and these need to be considered and planned for in conjunction with team members. By being open to challenges, and also inviting staff to brainstorm solutions, management teams will gain support for implementing the new vision.

Watch for the next article in the series on Step 3 – Clarifying Roles For the New Organization. By keeping all three steps in mind and involving staff teams in part step of the process, management teams can reduce confusion, uncertainty and helplessness. Moreover, by getting employees on board with the new vision, communicating regularly, and involving them in role clarification processes, organizations can optimize staff skillsets and organizational potential in changing times.

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