Transform Resistance Into Support During Organizational Change

Seventy percent of organizational change efforts fail due to miscommunication. In today’s turbulent work environment change is about the only constant. Almost everyone has experienced some sort of change in the workplace from a simple change (new technology, change in work processes) to a complex change (new leadership, new organizational structure).

Employees typically resist change in organizations for several reasons: 1) they experience uncertainty and fear about the potential impact on their jobs and roles in the organization, 2) they feel they had insufficient opportunity to give input on the change, 3) they feel their skills may not be valued, and 4) the purpose and goals were not clearly communicated by leaders or understood by employees.

When employees are not properly communicated with during a change, they start reaching their own conclusions, which leads to gossip and rumors. That creates a breeding ground for conflict and a toxic environment, as well as the need to replace valuable employees as job satisfaction decreases and turnover increases.

The role of clear communication during an organizational change is paramount for a successful change implementation. How, when, and who the organizational change is communicated to has a major impact on whether employees will resist or support the change and whether the change succeeds or fails. This webinar will focus on successfully leading an organization through change by effectively communicating with employees, customers, and stakeholders, so that they are excited about the change, see the value of the change, and actively participate in making the change successful.

•       Avoid 4 major communication mistakes that alienate employees
•       Prevent resistance and defuse conflict
•       Utilize best communication strategies to gain employee support
•       Overcome barriers to planning and implementing a successful change
•       Deflect uncertainty and anxiety surrounding organizational change
•       Create alignment between organizational culture and the change

HR Directors, Managers, Leaders, Employees in the HR Dept. as well as anyone who is impacted by change in their organization.

• Avoid 4 major communication mistakes that alienate employees • Prevent resistance and defuse conflict • Utilize best communication strategies to gain employee support • Overcome barriers to planning and implementing a successful change • Deflect uncertainty and anxiety surrounding organizational change • Create alignment between organizational culture and the change

Lewis, L.K. (2000). Blindsided by that one. Journal of Applied Communication Research, 28, 44-67.

		Patty Malone Patty Malone, Ph.D., Communication Training View Profile