ESTABLISHING LEADERSHIP THROUGH STRATEGIC INTERNAL COMMUNICATION
One of the major responsibilities of an organization leader is communication with the employees. By communicating effectively with the employees, leaders are not simply creating ambassadors of goodwill for their company; they are providing direction, establishing a positive and productive working environment, and influencing their bottom lines. Organizational direction comes from leaders having created and effectively communicated a clear and meaningful vision. Developing and communicating a vision is one of the most important and visible communication tasks of senior management. Employees are motivated when, through words and actions, the leaders carefully translate the vision and strategic goals into terms that are meaningful to all employees. To do so requires analyzing audiences, targeting messages, and creating communicating strategy. Motivating employees also requires listening to them and using emotional intelligence to connect with them.
ESTABLISHING EFFECTIVE INTERNAL COMMUNICATION
Although creating the internal messages that are to be sent to your employees is your primary leadership responsibility, you also need ton pay attention to the other main components of any good communication strategy in your effort to ensure your internal communication supports and assists in accomplishing your company strategy. To ensure your internal communication is comprehensive, you will want to use an analytical approach to developing a communication strategy for your important communication. In establishing an effective internal communication, the strategic employee communication model has been developed to help leaders. At its core, the model shows that effective internal communication consists of the following.
supportive management
targeted messages
effective media
well-positioned staff
ongoing assessment.
USING MISSION AND VISION TO STRENGTHEN INTERNAL COMMUNICATION
The strategic employees communication model provides an analytically rigorous approach to internal communication that works particularly well with the process side of communication, such as media selection, supportive management ,and ongoing assessment.Missions,visions,value, ands guiding principles make up one category of major strategic messages that most organizations convey to their employees. Leadership communication must include how best to create and deliver these core messages to ensure they are strong and meaningful And not simply feeble slogans good only for adoring coffee cups.However,for visions and missions to achieve its goal, the following questions must be asked:
Why are missions and vision important?
What are missions and visions?
When are they most effective?
How do you build them?
MISSIONS:
A mission is a statement of the reason a company exists that is intended primarily for internal use. It should ensure that employees understand the company’s purpose by defining a company’ basic business.
VISSIONS:
A vision statement establishes the company’s aspirations. It describes as inspiring new reality, achievable in a well –understood and reasonable time frame. Companies often use visions for internal and external audiences, although their greatest purpose is usually to guide internal actions.
DESIGNING AND IMPLEMENTING EFFECTIVE CHANGE COMMUNICATION
Organizational change is inevitable yet rarely easy. Many change efforts fail to deliver the value the company seeks. The greatest difficulty leaders’ face in bringing about change involves the people. For instance, merger and acquisition are one of the most frequent causes of major organizational change, but only few yield the anticipated or hoped results. The organization’s leaders bear the primary responsibility for successfully communicating the rationale for the change, the implementation plans, and the impact on the company as a whole on the individual employees, the leaders will need to decide how much communication will be enough and to establish how to manage the change communication effectively. The following will help leaders in managing change in communication; leaders should:
Determine the scope of the change communication program.
Structure a communication program for major change.
Endnote
Deborah J. Barret.
One of the major responsibilities of an organization leader is communication with the employees. By communicating effectively with the employees, leaders are not simply creating ambassadors of goodwill for their company; they are providing direction, establishing a positive and productive working environment, and influencing their bottom lines. Organizational direction comes from leaders having created and effectively communicated a clear and meaningful vision. Developing and communicating a vision is one of the most important and visible communication tasks of senior management. Employees are motivated when, through words and actions, the leaders carefully translate the vision and strategic goals into terms that are meaningful to all employees. To do so requires analyzing audiences, targeting messages, and creating communicating strategy. Motivating employees also requires listening to them and using emotional intelligence to connect with them.
ESTABLISHING EFFECTIVE INTERNAL COMMUNICATION
Although creating the internal messages that are to be sent to your employees is your primary leadership responsibility, you also need ton pay attention to the other main components of any good communication strategy in your effort to ensure your internal communication supports and assists in accomplishing your company strategy. To ensure your internal communication is comprehensive, you will want to use an analytical approach to developing a communication strategy for your important communication. In establishing an effective internal communication, the strategic employee communication model has been developed to help leaders. At its core, the model shows that effective internal communication consists of the following.
supportive management
targeted messages
effective media
well-positioned staff
ongoing assessment.
USING MISSION AND VISION TO STRENGTHEN INTERNAL COMMUNICATION
The strategic employees communication model provides an analytically rigorous approach to internal communication that works particularly well with the process side of communication, such as media selection, supportive management ,and ongoing assessment.Missions,visions,value, ands guiding principles make up one category of major strategic messages that most organizations convey to their employees. Leadership communication must include how best to create and deliver these core messages to ensure they are strong and meaningful And not simply feeble slogans good only for adoring coffee cups.However,for visions and missions to achieve its goal, the following questions must be asked:
Why are missions and vision important?
What are missions and visions?
When are they most effective?
How do you build them?
MISSIONS:
A mission is a statement of the reason a company exists that is intended primarily for internal use. It should ensure that employees understand the company’s purpose by defining a company’ basic business.
VISSIONS:
A vision statement establishes the company’s aspirations. It describes as inspiring new reality, achievable in a well –understood and reasonable time frame. Companies often use visions for internal and external audiences, although their greatest purpose is usually to guide internal actions.
DESIGNING AND IMPLEMENTING EFFECTIVE CHANGE COMMUNICATION
Organizational change is inevitable yet rarely easy. Many change efforts fail to deliver the value the company seeks. The greatest difficulty leaders’ face in bringing about change involves the people. For instance, merger and acquisition are one of the most frequent causes of major organizational change, but only few yield the anticipated or hoped results. The organization’s leaders bear the primary responsibility for successfully communicating the rationale for the change, the implementation plans, and the impact on the company as a whole on the individual employees, the leaders will need to decide how much communication will be enough and to establish how to manage the change communication effectively. The following will help leaders in managing change in communication; leaders should:
Determine the scope of the change communication program.
Structure a communication program for major change.
Endnote
Deborah J. Barret.
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