{"id":15179,"date":"2023-02-23T02:29:10","date_gmt":"2023-02-23T02:29:10","guid":{"rendered":"https:\/\/coacharte.mx\/?p=15179"},"modified":"2023-07-21T18:02:33","modified_gmt":"2023-07-21T18:02:33","slug":"comunicacion-dentro-de-change-management","status":"publish","type":"post","link":"https:\/\/coacharte.mx\/en\/communication-within-change-management\/","title":{"rendered":"Communication within Change Processes"},"content":{"rendered":"
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\u201cWhen people don't know what is happening, speculation begins to arise: they imagine the worst.\u201d <\/p>\nCharles-Antoine Roger<\/cite><\/blockquote>\n\n\n\n

It is a fact that all change generates resistance and uncertainty and that, if we do not have the sensitivity and vision to prevent and mitigate it, the results sought may not be achieved, despite, even, significant economic and time investments. and in effort. <\/p>\n\n\n\n

The good news is that it is possible to anticipate and plan. There are proven Change Management methodologies that indicate how communication should be managed within change processes and help us control the variables that will act against the completion of our projects.<\/p>\n\n\n

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It is counterproductive not to invest time and effort in a communication strategy that accompanies the change process.<\/figcaption><\/figure>\n<\/div>\n\n\n

A special communication<\/h4>\n\n\n\n

Communication in change processes seeks to determine the best way to channel the messages that are exchanged in the organization within a changing environment, with high uncertainty and proliferation of informal channels.<\/em><\/p>\n\n\n\n

It is very difficult to communicate a reality in transit, such as in a merger or restructuring process. Communication in these situations is responsible for accompanying the process.<\/p>\n\n\n\n

The Coacharte approach<\/h4>\n\n\n\n

As we have already discussed, Coacharte's Change Management model has 6 pillars: Sponsorship, Awareness, High Performance Teams, Knowledge Transfer, Communication and Organizational Impact.<\/p>\n\n\n\n

In this article we will focus on the track<\/em> of communication, which if we see it in a systemic way, is always present within the change management processes: from the first moment, with the alignment of sponsorship (that is, when leaders promote change within the organization) , until the knowledge transfer part (final stage of the process, when the first people to master a process or tool share what they know with the others involved).<\/p>\n\n\n\n

Let us keep in mind that, at the same time as we communicate, we begin to raise awareness among the various audiences that will participate in the process. The image below shows us the stages that are passed during a change process: awareness, understanding, adoption and commitment. And communication in each one is essential.<\/p>\n\n\n

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It has already been mentioned that we can and should try to anticipate some obstacles and to do so we will have to plan our communication strategy. Resistance is natural at the beginning of the process, it should not alarm us too much.<\/p>\n\n\n\n

It is important to prepare in advance, be flexible (change priorities if circumstances change); assess risks; Prepare a diagram with resources, responsibilities, times, people responsible and set objectives.<\/p>\n\n\n\n

Some of the first steps to take when managing a change process are:<\/p>\n\n\n\n