Domi introduced a new program that his organization is going to implement this year to bring in some changes as the company moves to another level.
Before the announcement, as people were invited to the meeting, there had been some “worry” chatters through the grapevine. During the meeting, people looked confused, disappointed and not confident. Many questions were asked, but unfortunately, the answers led to more questions and even confusion. What happened?
Domi introduced the changes as requested by his management, but he is not convinced about these changes as he is not sure of it all but went on with it as requested. He spoke to the organization, people heard what he said and they also heard what he did not say, but mostly, they saw what he said with his body, the tone of his voice and the questions that he did not answer.
Whatever you do, don’t announce a change. Instead, talk about an exciting transformation or a new vision. Then you can announce “how it is taking place”. Here is a guideline to announcing your vision:
Stand behind it or don’t even try. Body language and behaviors speak louder than words in your presentation.
Learn how to engage people with the transformation, leading with the benefits.
Know and communicate the “Big Why”.
Anticipate and debunk any myths to the transformation before they arise. Address arguments or rejection immediately.
Show that you have a reliable strategic plan well done from A to Z and beyond, but still allow people to contribute.
Show that you anticipate support for before, during and after. Give your best, honest reassurance.