M7D1: Communication Skills
Briefly, describe the four skills involved in engaging others in the change process.
Examine how these skills affect the delivery and impact of a leader’s message during the change process.
In an organization’s change process, involving others is critical to the success of the process. This culminates into assuring other employees of the value and importance to the organization. In turn, it eases the process by creating acceptance of the change process.
Firstly, the essential skills employed in the change process entails making the employees understand why change is necessary (Gilley, et al., 2009). The leadership skill elaborates to the employees the reason behind the change. For example, need for expansion, financial problems, a new frontier in the market, etc. In turn, gives them an opportunity to sail together with the organization’s vision, goals, and objectives.
Secondly, the skill of involving the employees in the change process is crucial to its success. This entails seeking opinions and alternatives from the employees. The management makes the employees feel to be part of the change process, valued by the organization, and asserting their importance. Hence, bring them closer to the organization and own the process.
Thirdly, the skill of showing the employees that their interests matters. This entails management skills of engaging with the employees and extracting the most benefits to the employees for inclusion during the change process (Manning & Curtis, 2014). In turn, assures employees of the change consideration to their interests culminating into significant support for the process.
Fourthly, the skill of informing the employees what isn’t changing. This entails an assessment of essential entities in an organization that does not require being changed, hence, incorporation of the best practices. In turn, make the change process easier and more adaptable in the organization after change process has taken effect.
Conclusively, the change management skills are critical to the process as they help hold the employees’ closer to the organization. Thus, making them part and parcel of the change.
Gilley, A., Gilley, J. W., & McMillan, H. S. (2009). Organizational change: Motivation, communication, and leadership effectiveness. Performance improvement quarterly, 21(4), 75.
Manning, G. & Curtis, K. (2014). The Art of Leadership. 5th Ed. McGraw-Hill. ISBN#: 978-0077862459.