Locate a communication piece from an organization or company about a change they have made ( you can use a video, a company website or a news article). Then analyze the effectiveness of the communication. What are the strengths and weaknesses of the communication and how would you improve it? Give specific examples to support your choice.

Navigator Caretaker Coach Interpreter Nurturer Purpose of Communication Ensure that people understand what ls going to happen and what Is required of them. Answer the why. what. who. how. and when questions. Present the \"value proposition" of the change. Modify leadership style and Information to \"fit\" the type of change and organizational levels affected. Avoid \"spray and pray" methods. which lead to message overload. Do not distort the message. Outline the nature of the change. paying attention to the range of interests affected. power relationships. and actions that could disrupt the change. Problems identied can thus be addressed. and the change 'replotted" if necessary. to generate the best outcomes In the situation. To win staff over, \"tell and sell" communication methods are appropriate. Let people know the \"why" of the changes. their inevitability. and how best to cope and survive. This involves the use of reactive communication methods, recognizing employee concerns and responding accordingly ('identlfy and reply"). Ensure that people share similar values and understand what actions are appropriate to those values. Model consistency in actions and words. The director \"gets the word out"; the coach \"gets buy-ln' to change by drawing on values and positive emotions. Team- based communications are effective (not top-down led by the chief executive). Key messages are emphasized to check understanding and encourage twoway dialogue (\"underscore and explore']. Give employees a sense of \"what ls going on\" through storytelling and metaphors. Recognize the multiple sense-making that occurs In different groups with regard to change. Present a persuasive account of the change to ensure that as many people as possible will have a common understanding. Recognize that not everyone will accept the change story. Aim to provide the dominant account using \"rich" personal and Interactive communications (discussed in the section \"Media Richness' later In this chapter). Reinforce the view that change processes cannot ahrvays be predicted and that creative and innovative outcomes can be achieved. even though few in the organization could have anticipated these