This is a benchmark assignment for MAED/AET/560 with Dr. Christine Nortz. It is a communication plan for change within Build-A-Bear organization. This communication plan describes the steps in how to implement change within the organization as well as dispel rumors and address concerns about the change as a change leader. It includes how to launch the plan, the technology needed to accomplish the plan and how to test its effectiveness; as well as how to generate feedback for continuous improvement and to address negative responses or communications about the change. It also will address how change can affect organizational change.
2. Introduction
Launch communication plan for Build-A-Bear
Infuse the need for change
Enable individuals to understand the impact change will have
Communicate structural and job changes that influence
how things are done
Inform others about progress
(orion21.blogspot.com)
3. Four phases of the communication plan
A. Pre-change approval
B. Create need for change
C. Midstream change & milestone communication
D. Confirm & celebrate change success
(google.com)
4. Four phases continued
Build-a-bear communication plan is designed to:
Inform BABW employees of the change process
Encourage them to participate in the change
Remind them of the need for change and the goal of BABW
and the benefits of the training
Reinforcement of the learned behavior in training
(pcc2010ufg.wikispaces.com)
5. Pre-change approval phase
Requirement: Getting approval from top management concerning the change.
BABW has obtained approval from management who is aware of the situation.
Customer service training approval has been granted by top management.
(poncier.org)
6. Need for change
Purpose:
Explain the need for change
Provide rationale
Reassure employees
Clarify the steps in the change process (Cawsey, Deszca, & Ingols, 2012).
BABW will offer breakfast with management to address the need for change
(observatoriodelcoaching.com)
7. Change achievements
Purpose:
To inform employees of progress
To gauge employees attitudes
To dispel rumors and misconceptions
Acknowledge feedback concerning potential issues and
attitudes
Identify/describe changes in organizational roles
Commitment is reinforced (Cawsey, Deszca, & Ingols,
2012). (google.com)
8. Change achievement continue:
BABW will use email and reports for updates
Telephone conversations will be used to gauge attitudes.
Company face-to-face meetings will be used to celebrate major milestones
And to dispel rumors and misconceptions.
(openclipart.org)
9. Confirm/celebrate change
Purpose:
To inform employees of the success of the change
Celebrate the change
Preparation of the next step in the change process
Discuss employees experiences during the change (Cawsey, Deszca & Ingols,
2012).
BABW will hold a ceremony for all participants that complete the training.
A meeting will be held, it will be an open discussion about the change process
and what to expect in the future.
(mindzpeak.blogspot.com)
10. Technology needs
BABW will use:
Emails
Online surveys
Online reports
Telephone (Cawsey, Deszca, & Ingols, 2012).
These are the tools that will be use to communicate the
change process to the employees.
(threegear.tistory.com)
11. effectiveness test
To test the effectiveness of the training sessions, BABW will use:
Employee feedback
Discussions
After-action-reviews
Customer feedback
(onbecominggreat.blogspot.ca)
12. Management response
The response from management is essential to:
Communication of the plan
Implementing the plan
Benefits of the change
Address employee concerns as they arise
fmlopez48.wordpress.com
13. Continuous improvement
Employee and customer feedback is vital to the success of BABW
BABW will overcome organizational silence with an open discussion
BABW will use customer feedback and AARS to:
a). Assess change
b). Collect data concerning change behaviors
c). Determine improvements/corrections that need to be made
(Spector, 2013).
(thinkandstart.com)
14. Addressing negativity
Build-A-Bear Workshop communication plan will combat and dispel rumors,
and negative responses concerning the change process.
To address negativity/rumors:
Effective communication that is clear, timely and candid messages about
the nature and impact of the change.
(cute-pictures.blogspot.com)
15. Addressing negativity continue:
Effective communication will:
Lower uncertainty
Lessen ambivalence
Lessen resistance to change
Increase employee involvement
Increase commitment of employees
(uoc1112-grupo3.wikispaces.com)
16. The change affects
Effective communication need to be in effect throughout all phases of the
change process.
The plan will:
Communicate the steps within the process
Identify all issues that may occur within the process
Adaptability within the process
Improvement of the change process in the future
Dispel all rumors
Continuous feedback from employees
(twistedpositions.com)
17. conclusion
In an organization, having a communication plan is essential to the success
of an organization. There must be effective communication during each stage
of the communication plan. This will enable employees to move forward
and it will dispel all rumors, concerns and address issues that may arise
during implementation of the plan. Therefore, the success of the organization
that have an effective communication plan is vital and everyone can reap
the rewards from the changes being implemented within the organization.
18. references
Cawsey, T. F., Deszca. G., & Ingols, C. (2012). Organizational change: An action-oriented
toolkit 2e. Los Angeles: Sage Publication
Picture. (n.d.). Moodleshare.org
Picture. (n.d.). Cute-pictures.blogspot.com
Picture. (n.d.). Fmlopez48.wordpress.com
Picture. (n.d.). Google.com
Picture. (n.d.). Mindzpeak.blogspot.com
Picture. (n.d.). Observatoriodelcoaching.com
Picture. (n.d.). Onbecominggreat.blogspot.ca
Picture. (n.d.). Openclipart.org
Picture. (n.d.). Orion21.blogspot.com
Picture. (2010). Pcc2010ufg.wikispaces.com
Picture. (n.d.). Poncier.org
Picture. (n.d.). Thinkandstart,.com
Picture. (n.d.). Threegear.tistory.com
Picture. (n.d.). Twistedpositions.com
Picture. (n.d.). Uoc1112-grupo3.wikispaces.com
Spector, B. (2013). Implementing organizational change: Theory into practice. Boston:
Prentice Hall