Winning people’s hearts and minds

Katrin Schwabe
Additional contact information
Katrin Schwabe: Pleon’s Change & Transformation Unit in Munich

A chapter in Change 2.0, 2008, pp 67-73 from Springer

Abstract: Abstract During organisational change the foremost task of communication is to guide all people involved through the different stages of the process. Therefore, it must go beyond the plain provision of information and messaging, in order to ensure understanding and create commitment. But this is where most change communication fails, and there are many reasons for this: time constraints, limited resources, lack of management involvement, absence of stimuli for interaction and inapt use of media — to name a few. One effective approach to successful change communication is to create dialogue and engagement within and across organisational levels and borders. In doing so — and with the support of a result-oriented measurement process — it becomes a powerful vehicle for building trust, which is the most important resource for ensuring change takes place and is long-lasting.

Keywords: Change Communication; Change Agent; Dialogue Format; Dialogue Session; Town Hall Meeting (search for similar items in EconPapers)
Date: 2008
References: Add references at CitEc
Citations:

There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-3-540-77495-2_6

Ordering information: This item can be ordered from
http://www.springer.com/9783540774952

DOI: 10.1007/978-3-540-77495-2_6

Access Statistics for this chapter

More chapters in Springer Books from Springer
Bibliographic data for series maintained by Sonal Shukla () and Springer Nature Abstracting and Indexing ().