Large-scale change in any organization is going to result in a lot of information being thrown around without any real explanation of who it’ll affect and why. You need to be able to effectively communicate with everyone who is being affected by this change, which can be aided by implementing a simple principle into how you communicate. In an article for the Enterprisers Project, Jen L. Skrabak explains what the three C’s are and how they can be used to guide communication:
3 C’s for Change
The first of the three C’s is the clearness of your message. Everyone should be able to understand what you say, so make sure you use simple language to convey your point. The details of how this will affect staff at a personal and organizational level will help you cover all the bases.
Your reason to change should make a compelling argument for why the change is necessary. Change is about people, and you need them to be willing to implement the more technical changes of your organization. You also need to build up your credibility, which is the third of the C’s. Build up the trust others have in you so that, when changes occur, they see you as a credible source of information regarding these changes.
Skrabak further elaborates on how the three C’s matter:
For instance, often there is a strong understanding and consensus among CIOs and their most forward-thinking IT leaders, who are all supportive of the change. But when it comes to the people who are executing on the change – the customer-facing staff and those in other areas of the business – they don’t hear the same messaging or understand the change in the context of their work. And as a result, there is a gap between what the leaders say and what the business sees from IT on a day-to-day basis. This negatively impacts the perception of IT and your credibility as a leader.
You can view the original article here: https://enterprisersproject.com/article/2017/7/3-ways-make-it-change-more-palatable