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The Grossman Group CEO and communications expert David Grossman shares his insights on the importance of meaningful leadership communication in today’s business climate. With high level tips on engagement and connection, insights into employee motivations and behavior, and firsthand stories from the frontlines of America’s leading companies.

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Organizations with Highly Effective Communications Outperform Their Less Effective Peers During Times of Change

  
  
  
  
  
  

change communication, organizational change, leadership, communicationNew research determined organizations with highly effective communications and change management teams are 2.5 times more likely to outperform their less effective peers during change.

More than 80 percent of highly effective companies have a clear vision of what their organizational change is intended to achieve, according to the Towers Watson‘s 2011-2012 Change and Communication ROI Study. That’s compared with, less than 20 percent of ineffective change management processes which clearly outlined their desired outcomes.

The study, which surveyed employees at more than 600 companies globally who have been through on average three organizational changes, found that more than 75 percent of highly effective companies measure progress against goals while only 12 percent of companies with low effectiveness do.

Yet, across the board, respondents reported facing serious overarching challenges with organizational change resulting in fewer than 50 percent of respondents indicating they achieve their desired goals.

How are you managing change so you’re able to survive and thrive?

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Comments

Many researches proved that Change Management and BPR initiatives fail due to lack of correct organizational communication. The start should always be with a clear vision , this vision should be communicated to all the organizational citizens from top to bottom , cross functional and on all levels , so that all should be oriented with where the organization wants to go. this should be supported by clear objectives where each employee in each department knows her of his role in achieving the Change goals. Then to guarantee the flow of communication inside the organization , there should be cross functional teams that make sure the implementation of the Change process is ongoing and in the right direction. At the same time the organization needs an outside eye " Change Agent" , who monitors , evaluate and can help measure the Change steps efficiency. The Organizational communication should be looking at both inside and outside publics, ensures one organizational prevailing strong culture , and one Organizational language with hands on the market pulse. Evaluation for Organizational Communication should be prior , within and after as well as an ongoing process for the Change success.
Posted @ Friday, December 14, 2012 5:46 AM by Mona Ali
I believe you must also reinforce and reward change behaviors that contribute positively toward the defined objectives. When employees feel they have a say in the change and are recognized for their contributions, they will adopt the right behaviors and encourage others to do so. Peer/community pressure and recognition can be a positive "competitive" influencer.
Posted @ Wednesday, January 23, 2013 11:38 AM by Pam
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