¿Cómo comunicas el cambio de manera efectiva?

In my experience, as a leader we owe to our teams to bring them along on the journey of change. No one likes change, yet changes are inevitable in an org. What I have found most impactful is a 3 step approach 1) share the Big Picture that the org is aiming for, and walk the teams through how the change is aligned to the big picture. 2) approach the announcement with empathy and be mindful of the honest truth that team members must be experiencing different levels of anxiety. This anxiety comes from the feeling of the unknown, so it’s good to share as much information as possible. 3) follow this up with an open door policy and make yourself available to answer questions from the team.

The key to communication is to understand it ourself first. There could be two scenarios: 1) As a manager, you were part of the decision making process and the change is the result of that process. 2) You need to only implement/facilitate that change. If #1, then a manager has to strike a balance between organisation goals and individual team members aspirations, skills and challenges they might face in implementing/acceeding to those changes. A logical and empathy based approach is conducive to the organisation culture, incase the employee resists the change. If #2, then ensuring that the employee gets as much information on the impact of that change, keeping an open communication with the higher management and facilitating transition.

Change is a power tool that if you don't communicate it with the team you will end up nudging them to a complex situation. For you to be able to achieve this goal, you must first; 1) communicate the goals of the organization in a simple not complex form 2) get your team to participate in the process - you drive them to the goal by allowing them err their notions. 3) change is a process and not an instant impact. It will take a while for everyone to adapt to the new development but it will prevail regardless of the longevity of time. 4) change is tasking but productive - get your team in line with this notion by prioritizing what you intend to drive in them (change objective).

Change communication is key. Clearly explain the benefits and necessity of the change. Use multiple channels like email, meetings, social media, and intranet. Encourage open discussions and address concerns. Leaders should share their perspectives and foster trust through horizontal communication. This will effectively communicate change.

It is essential to know key decision-makers, people with the greatest authority, and leaders. You will need powerful allies if you want to perform change smoothly. So gather a team of supporters! The Know Your Customer principle is crucial to the change's success, so different strategies are needed for different groups of people.

These tools will help in knowing what the audience being impacted by the change, think and feel about the change. Knowing what to address will help in getting a buy-in.

Be as open as you possibly can. The more you limit the flow of information to your team, the more likely they are to lose trust in you and to jump to the wrong conclusions.

Everyone feels differently about the change, so it's important to meet them where they are and understand their perspective, fears, skepticism. By acknowledging, validating, and addressing these concerns, the managers will get better support from their team to move on to the next step with partners in hand than pulling or pushing people with them towards implementation.

Listening to employee concerns doesn't just mean paying attention to their words, but truly understanding where they're coming from, even if it means putting ourselves in their shoes. Your thoughts concur with mine in implying that validation of their experiences holds the key to trust-building. People always appreciate when their feelings and concerns are heard and understood, and I believe it's a strong pillar of a successful team.

1. **Communication** 2. **Leadership Support** 3. **Engagement** 4. **Planning** 5. **Training and Development** 6. **Feedback and Adaptation** 7. **Celebrating Wins** 8. **Address Resistance** 9. **Positive Reinforcement** 10. **Sustained Effort** Most of all remember that every situation is unique, and adapting these principles to your specific context is crucial for successful change management.