How is successful communication used throughout a change process to convey vision and strategies to stakeholders. What may be occurring with the communication process if the change process begins to fail? Provide references

 

Communication is one of the most important elements in effective relations among people, stakeholders and an organizations. According to Kotter & Cohen (2002), the goal is to get as many individuals you can to make the vision a reality. To achieve a straightforward, fair, and rational vision, it can not only be by communication, but with an insight and showing what the future target will look like. A strategy that has worked is having questions and answers (Q& A) meetings for all employees to communication their questions, comments, concerns, and new ideas. If the stakeholders and all other employees are connected, the team will feel relaxed and begin to build self-confidence, everyone will start collaborating with and achieving their target (Kotter & Cohen, 2002). I believe it's crucial for communication to be good weekly or monthly team meetings to discuss the process and see where the vision of the target or goal leads. Furthermore, to discuss what has been accomplished or what may need improvements. As Lewis (2011), he described a particular approach, such as structured implementation activities, which carry a purposeful design to introduce, innovate, and encourage individuals. The stakeholders or implementers initially announce the change by describing the entire change process through the building of skills and the provision of information. These include activities and schemes of incentives (Lewis, 2011).

Mainly because of an ambiguous communication, the communication mechanism fails. There may also be a lack of reasoning, which cannot be done if people struggle to grasp the vision or objective. The vision may be changed if the message is not transmitted in its full capacity. Moreover, people are more interested when the vision is strong and clear.  If the ongoing meetings are conducted exclusively by stakeholders or supervisors who do not really display the meaning of this new objective or goals, people will get bored (Kotter & Cohen, 2002). Individuals need incentives, we just do. It is in a company's best interest to include its workers. Employees will work better, if they're happy, fulfilled, and comfortable. Thereafter, the company will also gain and grow as a company.