NEWSLETTERS

With passing time and increasing competition, an organization, however established it may be, needs to change in order to grow. For an employee, a change could mean different work culture, obsolete technical knowledge, or changing management techniques. Because of such reasons change is not a welcome alternative for many; such cases should be handled with utmost care and careful communication only.

The role of communication in the success of any business function is a well-documented fact. Its efficacy is ushering change it’s also evident from the fact that often organizations choose people with better communication skills to lead a change initiative, with the hope that they will be able to gain widespread support across the organization.

Managing change is essentially a methodical approach used for a proper and effective transition of individuals, teams, and organizations from a current undesired state to a desired state in future. Essentially change management comprises of both organizational change management as well as individual change management process if these practices are effectively used, they can lead to a better organization.

Generally, employees go through three phases before successful implementation of a change is done:

To effectively communicate a change, some general guidelines should be followed:

Change management processes with efficient and sincere communications can help circumvent all the commotion and make executing changes a quick and hassle-free process.

The bottom line is responsible, effective, trustworthy leadership which is the key to success.