As a subset to the information provided on Change in the Workplace, I’d like to also cover off some key information regarding internal communications plans to help guide the organizational change.
Change Management expert, Jennifer Dugan, presented to my class in the spring of 2010 and walked us through the process and methodology for facilitating communications during organizational transition. She stated that, “the number one objective for the communications plan is to gain and sustain employee support for a quick and complete implementation.”
Makes perfect sense. But how?
The process outlined by Jennifer is as follows:
- Define objectives of project communications
- Confirm stakeholder groups
- Identify key messages
- Select communications channels
- Develop communications plan
So let’s start with the Change Charter. Not unlike a project charter, the change charter is a succinct snap spot of what needs to be done – and why. Do yourself a favour, and make it a one-pager. :)
In the event that you are dealing with change and communications during a merger and integration, Jennifer has provided an excellent “good practices & lessons learned” list from her own professional experience. These are both relevant and applicable in nearly all internal change situations and a great way to measure the value of your communications.