Today, the learning unit "Change Communication" was on the agenda. Comparable to a large symphony orchestra, all communications disciplines must be deployed at the right time to ensure success.
In doing so, we must always start from what Mark Twain once said: "The only person who likes change is a baby with a wet diaper." For everyone, change means the loss of guardrails. We react to this differently emotionally but based on a predictable curve*: after shock or surprise comes defensiveness or denial before acceptance and development can set in. Managers and employees often experience this curve with a time lag.
Up to 80 percent productivity loss in changes is possible*. Added value through consulting can arise here through impulses and sparring or through the extended workbench. One thing is clear: the people in the organization must "do" the change. Starting at the top management level. Change communication is an ongoing task throughout the entire process, requires commitment, seeing oneself as a role model and acting accordingly. If you only give a speech, activate an intranet page with an FAQ catalog, but then disappear into oblivion, you will fail.
*after Richard K. Streich
* ZOE 2/2000