icon-cta-arrow

Strategies for Leadership Communication During Organizational Change

They say that change is never easy. If you’ve ever led an organization through a major change, then you already know this to be true. For leaders that want to minimize the stress that’s so commonly associated with organizational changes, effective communication throughout the entire process is key.

Effective communication can make all the difference in how your organization navigates change and how that change is perceived by employees, as well as the public. Effective leadership communication involves being positive, open, and standing strong as a leader your organizational team can depend on. Here are 5 communication strategies to help you navigate organizational changes.

Keep Communications Consistent

One of the most important things for a leader to remember during organizational change is to not drop the ball on communication. It’s not enough to blast out news of the change and then let the conversation fizzle.

It’s important to communicate throughout the change and use multiple channels for these communications. Have meetings, send progress emails, offer training sessions, and be available to answer questions and openly accept feedback on the change in process.

Don’t Be Afraid of Speaking Too Soon

Every level of your team will appreciate efforts to keep them up to date on organizational changes, even if the information you provide later changes. When leaders make a habit of saving information until the details are set in stone, they risk their team feeling like they’ve been left out of the loop.

Actively Listen and Respond

Effective leadership communication through organizational change isn’t just about what you say, it’s also about presenting yourself as being open to feedback and questions and being approachable. The last thing you want to do is blast out information about changes and then disappear into the sunset. This strategy is disastrous for change management and team morale.

Throughout your organizational change, offer open door sessions where team members can stop by and also plan for group Q&A sessions where team members can bounce their ideas and concerns off you and their coworkers.

Don’t Lose Credibility

If your organization’s change has employees or the public up in arms, it can be tempting to say something – anything – to calm the flames. It’s important that your efforts to calm the fire not damage your credibility. Don’t give details you aren’t sure of or say something just to mitigate damage. Trust that your audience is going to appreciate honesty more than an effort to smooth things over.

Identify Change Leaders

No matter how important or necessary organizational changes are, a certain segment of your team is going to be resistant – it’s just human nature. There will also be those who are enthusiastic and openly supportive of the changes. Identify who these team members are and enlist their support in communications and encouraging support from their peers. Team members are often more receptive to communications from peers than they are a leader who they rarely interact with.

Implement Effective Leadership Communication with Strategic Change Management

Your ability to navigate and communicate through organizational change is a marker of your success. We’re here to offer strategic change management for your organization’s crucial growth periods. Contact Coraggio Group to learn more about our change management services for your organization.