Natasha Neri aet/560 Randy Howell Communication Plan Natasha Neri aet/560 Randy Howell

Intro How to Launch the Plan Technology used to accomplish the plan How to test it’s effectiveness and the impact of Management’s response to the organizational change How to generate feedback for continuous improvement How to address negative responses or communications about the change How your communication plan can affect organizational change

How to Launch the Plan Four Reasons for change Four Phases of the Communication Plan To infuse the need for change throughout the organization To enable individuals to understand the impact that the change will have on them To communicate any structural and job changes that will influence how things are accomplished To keep people informed about progress along the way (Tupper & Deszca, 2012. page 319) Prechange approval Creating the need for change Midstream Change and milestone communication Confirming/celebrating the change success (Tupper & Deszca, 2012. page 319)

Technology used to accomplish the plan Computers/Blogs/E-mails/Wi-Fi Training Modules Assessments Background information Technology such as Computers, Blogs, E-mail, and Wi-Fi to track communication. Red Cross is all over the world at any given time. Communication is a necessity and not all places have accessibility to towers to converse. Along with the technology comes training modules, assessments, and background information to assess the areas and to be prepared with the most up to date information available.

How to test it’s effectiveness and the impact of Management’s response to the organizational change Measuring Performance Employee Tracking Initial Training and Assessments Enforcing protocols and procedures Measuring Outcomes

How to generate feedback for continuous improvement Data Collections Questionnaires Interviews Observations

How to address negative responses or communications about the change Involve employees Support individual performance progress Establish a clear vision Create communication channels Ensure supportive organization structure There is a need to keep employees involved as much as possible. This can stop rumors and hostile environments from starting. Using positive recognition and defining the reasons for the changes. Red Cross needs to inform the employees about the Ebola outbreak and the impact it will have on the organization. Communication channels need to be accessible to the employees for educational purposes (Websites, blogs). Red Cross Organization showing support by offering training and updates will minimize resistance from the employees.

How your communication plan can affect organizational change Educating the employees Involvement Globally Keeping an open line of communication is key. Educating the employees with trainings and updates will ensure they are involved. There will be some resistance but that can be accounted for with organizational changes. Globally the training from the change will educate and prepare others for emergency situations not only the protection against Ebola. Some of the skills taught will be universal.

Reference Tupper, C., Deszca, G., & Cynthia, I. (2012). Organizational change: An action-oriented toolkit (2nd ed.). Thousand Oaks, CA: Sage