I can see clearly now – navigating through organisational change

Effective communication during organisational change is a vital part of helping people navigate through the change.

In this blog, I explore how use of a shared language can help ensure communications land well and how it can also reduce the danger of folks getting lost along the way.

In my previous blog, “Stuck in the middle with you”, I mentioned the constant background soundtrack I have in my head sharing there, how conversations/thoughts will result in a different song popping into my head based on hearing a few words or a phrase that connect my brain to song lyrics buried deep in my subconscious.

In this case, it was me getting out of my car to head into a leadership team coaching session where I reflected to myself that it was a beautiful day after a week of rain – and that thought brought the Levellers’ song Beautiful Day to mind.

It’s a beautiful day (hey-hey)

I didn’t know it at the time – but the view that I saw that day would be very different when I arrived on day two of the event. As I stopped to take the second photograph (see the images below), it made me think about the fact that during periods of change sometimes the lovely clear view leaders see ahead is not quite so clear (or initially appealing) for individuals and teams who are not directly involved in making the plans.

Of course, the view across to the horizon in my picture hadn’t gone anywhere – it’s just that a lack of clarity was making the view (the future if you like) a lot less appealing.

And so, totally unexpectedly, a new visual landed in my lap to help provide a background to conversations that day with the leaders I was working with as we discussed the importance of communication during change.    

I explored this idea in my blog “It’s a beautiful day – hey hey” which was aimed at senior leaders and managers. Below, I consider the same themes from the perspective of anyone, at any level, who is trying to navigate through organisational change.

“I can see clearly now”

One of my Taylor Clarke colleagues (thanks Christine!) said that for her, the two photographs brought the Jonny Nash song – “I can see clearly now” to mind. In that song the lyrics “Gone are the dark clouds that had me blind” are a powerful reminder that being able to see through something that initially feels negative can open the mind to the potential of a very positive future.

Finding a way to relate to organisational change through the way we communicate is vital. And, most importantly we all need feel part of the journey. At Taylor Clarke we often use the 4Ps approach developed by William Bridges as we help organisations and leaders ensure they build their communications in a way that helps everyone stay connected to what’s happening.   

The 4Ps approach to communicating follows the structure below:

• Purpose: Explain the basic purpose behind the change.  Help people understand the logic behind the change before they apply their minds to it.

• Picture: Paint a picture of how the future will look and feel.  Let people imagine it first before committing to it.

• Plan:  Lay out the plan for phasing in change. Provide a clear sense of direction.

• A Part to play: Show people the part each of them plays in the future and how they contribute.

Using the 4Ps as a shared language can be really useful – it can be used to help individuals and teams explore the potential impact of change and as a conversation structure to bring to life any centrally produced communications. Taking time to explore the part we can play can be critical in helping us feel involved in the change, and to help us navigate through ambiguity:

• Purpose: Discuss the basic purpose behind the change.  How does our team fit in with this? How might I articulate this to others?

• Picture: What might the changes mean for our team – discuss how that future might feel. How might I articulate this to others?

• Plan:  What is the plan for our team’s bit of the jigsaw? How will the team be kept updated?

• A Part to play: How can I, our team get involved? 

Of course, sometimes the ‘Part to play’ can simply for teams to keep doing what they brilliantly as they wait for more information about how any strategic change might play out. Having clarity of the Plan for when further information is going to be available can also make a huge difference to how we feel during change.       

Communicating the 4Ps during change is just one element of great change management – so, if you are interested in finding out about how Taylor Clarke can help you plan and/or implement organisational change, or upskill leaders, managers and teams, then please get in touch here or email dougie@taylorclarke.co.uk

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Dougie Ritchie

With deep experience gained through many years leading and supporting organisational change impacting global teams, Dougie is also a qualified Prosci Change Management and Agile Project Management Practitioner as well as being a qualified Executive Coach. He has worked with senior leaders in both the Private and Public Sectors (including Scottish Government and NDPBs) helping them define and implement their organisational strategy and change management plans.