Devoted to Managers and those that seek to improve their management skills

In managing change, as we talked about in the last post, communication is they key to it all. There are several other aspects that can and must be added later, but lack of clear communcation will make the rest useless. Now here is another part of the communication process that needs to be engaged.

Formal Rulings

One thing about this to consider is that it in no way can be done by itself. It must be combined with other tools to be effective. Like everything else it's a part of the puzzle. The main purpose here is to comfirm that the change is backed up from the top and to clearly define what the new "rules of the game" will be.

While everybody know that they are not the most effective way of communicating, memos still have a place. Memos aren't necessarily bad, research just shows it's the medium (sheets of paper) that is unappealing to those receiving them.

New Organizational Systems

Now there must be the actual communication and practical steps of putting the new or improved organizational system in place.
  
Change can't happen without this being done. This makes things specifically clear and reveals the new standards that the company and employees will be operating by. Also invovled with this will be new or improved processes which can involve methods and goals involving the change.
 
Reorganization

This involves more the overall structure of the change rather than the practical processes themselves. This is where the most difficulty can sometimes arise in the whole scheme of change.