Jobs as we know them are changing, fast past technology is evolving and trends are pushing for a different future. As a result, change within organisations is inevitable, more specifically, a change in the company vision. The trick however, is communicating it adequately within the organisation.
As you adapt to the current times, you need to coin a new vision that fits in with your external world. As you come up with a new vision for change, in order for it to be compelling and it needs to be:
- Positive– something others can desire and like
- Personal– something that impacts and benefits people on a personal level
- Possible– it needs to be attainable and not farfetched
- Visual– something that people can see and visualise
- Vivid- there should be zero room for misunderstanding, it needs to be crystal clear in its representation of the future
Once you have successfully coined a powerful vision, the next step is powerfully communicating it in order to actualise the change.
Eight Principles for Communicating a Powerful Vision for Change
- Developing a shared vision, strategy and a powerful business case that justifies the need for change
- Engaging and aligning leaders to develop a guiding coalition for enlisting support for changes
- Preparing and mobilising stakeholders whose support and buy-in will be critical to success
- Creating and supporting high performing project teams in delivering the change
- Aligning processes and the organisation with new changes and attain agreement at all levels within the organisation
- Aligning skills and competencies of the people so they are positioned to successfully perform their work in the future
- Adapting performance management processes and measurements to enable the change
- Addressing behaviour and culture gaps that may surface resulting from a shift in performance expectations and the manner in which personnel work on a daily basis.