Kingsley House Communication Plan

Tania Karney
AET/560
Gregory Dlabach
January 18, 2016

Kingsley House
Objectives:

Launching the Communication Plan

Technology Needed
Effectiveness/Testing
Feedback
Addressing Negative Responses
Affect on Organizational Change

Launching the Communication Plan

Pre-approval Phase

Introducing the change process.

Communication with the Board of Directors at the Kingsley House.

Overview with the board regarding the expected timeline for the
completion of the communication plan.

Developing the Need for Change Phase

Providing a detailed plan, addressing what the plan entails, and why the
plan is needed

Employee training

Management training

Midstream Change Phase

Implementing new roles and policies.

Providing constructive feedback regarding the plan.

Confirming Change

A brief meeting will be held with each designated participant to review

their presentation material.

Recap the plan and begin implementing the process.

Prepare for the necessary changes.

Technology

Emails will be sent to inform staff of change process

Presentations, webinars, conference calls

Social media

Training sessions

Effectiveness/Testing

Evaluations will be conducted to ensure the change process

Coaching and mentoring

Comparing goals of change process with communication accomplishments

Generating Feedback for Continuous Improvement

Surveys and interviews

Face to face discussions/feedback
Performance appraisals.
Discussions during workshop
Email communication

Addressing Negative Feedback

What is happening, why is it happening, and what does this tell us about
what we should do now? (Cawsey, Deszca, & Ingols, 2012b, p. 222).

Welcome the resistance as an opportunity to foster further communication.

Expectancy Theory

Small Wins

Equity Theory

Correcting Direction

Affecting Organizational Change

Employee engagement and motivation will increase because of the change

Effective communication decreases unnecessary mistakes

Restructure the Kingsley House reputation

Learn from errors and prepare for future changes

Inspire, motivate, and develop future leadership

Conclusion

Communication is a must in order for the Change Process to be effective

Continuous feedback and coaching are essential for an efficient change

Kingsley House board members must keep an open line of communication

with staff members to ensure that the change process will be a success

References

Cawsey,T.F., Deszca, G., & Ingols, C. (2012a).Action planning and

implementation. In Organizational change: An action-oriented toolkit (2nd
ed., pp. 299-342).Thousand Oaks, CA: Sage Publications.

Cawsey,T.F., Deszca, G., & Ingols, C. (2012b). Managing recipients of

change and influencing internal stakeholders. In Organizational change:
An action-oriented toolkit (2nd ed., pp. 299-342).