How To Communicate Change Effectively in 3 Steps

Create the best circumstances for a successful change

What makes your projects successful? Is it the great quality of the outcome? The stakeholders’ satisfaction? The compliance in time and cost?

All of the above criteria are needed to have a successful project.

Also, when you deliver the project, you create a change to the system (the environment where you apply the outcome). A trigger to the system may not increase its effectiveness.

A simple example is when you learn something new. You have to overcome the learning curve — where you are less effective than before — to grasp the exponential benefits of the new knowledge.

If you implemented a change to a technology system, you would have to wait a bit and fine-tune the new environment.

But your systems include people and their relationships. And people are resistant to change. For good reasons:

If the project outcome is the new supercar you created, you need at least the same quality in people’s readiness to drive it.

So it would be best if you had excellent communication with the people. You provide every support so that people understand that the benefits of change — organizational & personal — are true and more than the unavoidable temporary discomfort.

Why do we make this change? What is important? Why now?

The change happens so that the organization achieves its goals. You should communicate clearly why this change is necessary, what will the organization gain, why now, and what would happen if you didn’t implement the change.

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