Continuing professional development and workplace learning – 14. Communicating in times of change
| Date | 01 January 2006 |
| Pages | 108-113 |
| DOI | https://doi.org/10.1108/01435120610647992 |
| Published date | 01 January 2006 |
| Author | Ian Smith |
| Subject Matter | Library & information science |
Continuing professional
development and workplace
learning – 14
Communicating in times of change
Ian Smith
La Trobe University, Bundoora, Australia
Abstract
Purpose – The purpose of this paper is to examine the role of communication during organisational
change.
Design/methodology/approach – The paper outlines five key rules for good organisational
communication along with a suggested four-phase framework for communicating effectively during
times of change.
Findings – The paper finds that the role of communication during organisational change is
important.
Originality/value – The paper provides a useful set of rules for good communication during
organisational change.
Keywords Organizationalchange, Communication
Paper type Research paper
Open any management textbook and there will almost certainly be a chapter or section
devoted to the importance of communication in organisations. Talk to any practising
manager and it is likely that they too will point to effective communication as a key to
good management. Engage in conversation with any employee and they will almost
certainly say the same thing. Good organisational communication is a key factor in
effectively managing people.
Effective communication tak es on added importance when empl oyees are
experiencing the upheaval and dislocation that accompanies organisational change
and renewal. This, the fourth in a series of five short discussions of the “people”
aspects of organisational change (Smith, 2005a, b, c), examines the important role of
communication during periods of change. Five key rules for good organisational
communication are outlined along with a suggested four-phase framework for
communicating effectively during times of change.
Communication – why it is important
Harvard University Professor and change guru J.P. Kotter, whose research
encompasses hundreds of examples of attempted organisational changes, takes the
view that poor communication is, in very many cases, the root cause of failed efforts to
achieve effective and lasting organisational change. He says:
Transformation is impossible unless ... people are willing to help, often to the point of
making short-term sacrifices. Employees will not make sacrifices if they are happy with the
status quo, unless they bel ieve that useful change is pos sible. Without credible
The current issue and full text archive of this journal is available at
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27,1/2
108
Library Management
Vol. 27 No. 1/2, 2006
pp. 108-112
qEmerald Group Publishing Limited
0143-5124
DOI 10.1108/01435120610647992
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