Attitudes on Organisational Change

Feb. 4, 2010 - PRLog -- If you are like most organisations, you are in the midst of undergoing some change agenda, which is having an effect on your current procedures, practices and processes and causing some disruption to the workplace culture, workforce planning and IT infrastructure in the business.

If you are actively involved in the change process, and you know what to expect, you will perceive the change as a logical, progressive and exciting journey. But, if you are not accustomed to change and don’t have a clue what to expect you may perceive the journey as unsettling, traumatic and fearful.

The actively involved employees assist positively in the change and transition process and the unaccustomed employees push against and negatively resist the change full stop.

Over time, the work force begins to pull in two different directions, causing an enterprise wide disconnect in attitudes towards the change process. This, disconnect causes disengagement in the workforce culture, disruption to core and business-as-usual activities and compromises the success of the change program itself, exposing the business to reputation and financial risk.

We call this the domino effect.

It is the contrast between these two and perspective attitudes on change that Change Communications focuses upon; and specialises in. We identify those employees in your organisation who do/or will embrace the change and those employees in your organisation who do/or will resist the change.

We map the gap between where you are, current state, and where you will be at the conclusion of the change process, future state, to develop a clear change story and narrative of the landscape of your organisation, pre and post the change process.

We then remedy, shift, and align the workforce culture by telling the change story through the application of an integrated change communications strategy that manages both the composition and distribution of pertinent key messages about the change to staff across the organisation.

Strategise, craft, inform, engage, implement.

The Change Communications team is based in sunny Canberra. We would welcome an opportunity to discuss your change program and how we can apply our change communication consulting and training services to support and enhance your current change management process.


www.changecommunications.com.au

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