Kotter approaches the issue of communicating a significant message within the organization such as change focusing on several vehicles that will drive effective communication. Keller claimed that failure to adhere to some of the key vehicles of effective vision communication might result into under communication by huge amounts. Under communicating the key components of a change would eventually kill the effort of adopting or discussing a brilliant strategy. As such, people tend to lack a profound strategy of communicating their ideas to the people concerned with the implementation of the change process. Change details according to Keller need not be presented to people in bulk pieces of information, but the details should be disseminated in bit employing various media forms to capture the attention of the people concerned (Kotter, 2011). Keller asserted that people within a week have many tasks that they are handing and when such amount of change data is released to them at once, they tend to forget or disregard the importance of such information. A profound plan for disseminating this data should be effected.
In the case I have an important vision of change that I need to communicate within my organization; I will have to adopt a viable communication strategy. The first step would be to plan for the change vision, then subdivide it into several sections. Then I will conduct an analysis of the best media form to use in communicating each and every step of the change process. To start with, I would introduce the visions of change in a general organizational meeting and use my verbal and non-verbal communication skills to attract the attention of the members. The subsequent sections of the change process would be communicated via the organization’s social site, where posts would be made early in the morning and at lunch hour. This would permit discussions among the members in the morning when they get to work and at lunch as they take their dishes (Kotter, 2011). More so, I would issue brochures of progressive for every major progress within the change process. Every end of the week, I would liaise with departmental heads to issue leaflets that have a section of comments on the change process, to allow for suggestions on the progress. This way, the people concerned with the implementation process will feel like part of the change owing to their contributions and a planned change communication process.
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References
Kotter, J. (2011). John Kotter - Communicating a Vision for Change . YouTube . Retrieved 21 January 2018, from https://www.youtube.com/watch?v=bGVe3wRKmH0
