a Corporate Communication Plan for Strategic Change By: Angela C Grondin

“Imagine how creative, how productive, how ecologically benign we could be if we could run our own companies like the rainforest? ” Tachi Kiuchi, Chairman of Mitsubishi

In today’s complex organization, Change is an inevitable part of the business process

….Even subtle indications of change, Can ignite feelings containing enough strength to crush any initiative….

Common Barriers to Change: Resistance Anxiety Fear

…………………………..However, communicative change strategies that invite the ideas of every member of the organization into the creative process can overcome any obstacle………

..................So when you come upon the need for change within your organization, the following are some effective communication strategies:

Sustainable Innovation Conscious Oversight Communicative Change Strategies Challenging Strategy And Purpose Asking BIG Questions

Discuss Strategy and Purpose Connect purpose to organizational strategy Incorporate ‘scenario thinking’ (in depth thinking about external forces that may effect the future) and shared vision (thinking about collective aspiration of people in the organization) Cultivate collective responsibility for the future as well as the global environment Consider multiple components of society

Ask Big Questions? Inquiry oriented, place deliberate focus on ‘Big’ questions in the strategy Promote questions as a primary way for members to engage in “…collaborative conversation, exploration, inquiry, and learning.” Develop the capability of strategic thinking in every member Foster sustainable business and social value

Think Sustainable Innovation Tailor strategies and practices around environmental issues and concerns Live by the philosophy of “An eco efficient company is making efficient use of its resources” and a strong signal of good management Reinforce environmental innovation and organization learning. Three elements of essential to the success of sustainable development are: Shared vision and personal mastery: connect vision with personal values Team learning and mental models: effective reflection and dialogue for effective use of advocacy

Sustainable Innovation (Con’t) 3) Promote systems Thinking: “mutually sustaining interdependent causal relationships among economic, environmental and social spheres.” Foster fundamental innovation, compelling breakthroughs in new products and processes as well as energy efficiency and reduced waste Generate an awareness of the larger systemic impact Nurture a willingness to keep learning in the pursuit of sustainability

Foster Conscious Oversight Develop an environment of care and nurturing of people and systems Discuss the impact of the organization on future generations as well as the community Reflect on the system and situation from a variety of perspectives and ways of thinking Promote agility and flexibility of teams and departments, so leaders can act autonomously and quickly adapt with the marketplace

Conscious Oversight (Cont’d) Cultivate a broader sense of community Incorporate the Six Intelligences: Fiscal: financial flows, processes and procedures Social: leaders decide on appropriate social form for teams and departments Noetic: encourages a collective IQ Emotional: fosters organizational intuition Environmental: Focuses attention to the physical environment Spiritual: Incorporates the soul and ethics in the work place

Comparison: Strategy and Purpose The Big Question Encourages scenario thinking and exploration of purpose Sees stewardship as an organizational ethic and practice Exposes and tests assumption behind current strategies Focuses on strategic and ethical thinking capabilities Questioning vs. fixed immediate solutions Encourages informal conversation and networks of relationships Views questioning as a primary way to engage natural, self-organizing capacities for conversation, exploration, inquiry and learning

Sustainable Innovation Comparison Sustainable Innovation Conscious Oversight Shared vision and personal mastery Team learning and mental models Systems Thinking Measurement and Feedback Fosters learning and change Focuses on a system larger than itself Enhances the total health and sustainability of the community Leaders work to develop agility and flexibility to remain autonomous Incorporates six intelligences: fiscal, social, noetic, emotional, environmental

Remember………………………………….. the key to success is a willingness of all members of an organization to continue learning in the pursuit of a goal. Innovation is best achieved in a culture that embraces and fosters learning and effective communication during change

Conclusion ………Communicative change strategies differentiate the grass from the trees in a rainforest, and the winners from the losers in modern business………….

Reference Senge, P., Kleiner, A., Roberts, C., Ross, R., Roth, G., & Smith, B. (1999) The Dance of Change: The challenges of sustaining momentum in learning organizations. New York, NY: Random House, Inc.