PM is een adviesbureau gespecialiseerd in crisisbeheersing, risicocommunicatie en communicatie bij complexe veranderingen.
We brengen kennis en advies rond crisiscommunicatie en crisismanagement naar de praktijk door het organiseren van oefeningen en opleidingen op maat.
Als gedreven team ondersteunen we onze klanten met 24/7 permanentie crisisadvies
Ons boek Geen Commentaar! Communicatie in turbulente tijden is verkrijgbaar in de betere boekhandel.
Every organization’s situation is unique, and there is no unique way to communicate in times of change. But we do know that change can create threat-perception and mental stress to organizational members. Effective communication during times of change is not only a way of showing respect to employees’ points of view on issues of high concern to them, it can also help employees make a mental shift.
In fact, the question is not how to communicate in times of change? The question should be: how to make people talk to each other in turbulent times? How can we support the creation of rich narratives, shared dreams and powerful visions of the organizational future? This has nothing to do with the pure technical aspects of communication, such as how to communicate, when is the right time, and, which tools are the most appropriate? Communication is not only about technique, bottom-up, top-down, horizontally, cross-silos, two-way tool, etc. Communication is all about how to deal with people’s fixed attitudes towards change and their ingrained need for status quo.
This essay examines a plausible way to communicate a change project inside an organization, introducing the concept of ‘strategic co-orientation’, a communication model that is partly based on the theories of discourse, Narrative Paradigm, and Appreciative Inquiry. Also the differences between communication and co-orientation will be explored in this essay.