LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders

LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders

LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders

A change process is inevitable and necessary for growth and improvement in any organization. Therefore, the organizational leaders should lead the change process upon realizing the need to improve an aspect of the operation to help improve outcomes. A successful change process depends on several aspects. One such aspect is effective communication. Successful communication plays a critical role throughout the change process as it helps convey vision and strategies to the strategies. For example, upon the use of effective communication by the change leaders, they are able to effectively communicate the change vision to promote organizational understanding and build a foundation for employee commitment (Lewis, 2019).

Effective communication also enables the stakeholders to understand the reasons behind the proposed change, hence a higher chance of supporting the initiative. Through effective communication, the vision can be communicated through simple and repetitive language since repetition and simple language ensures that the stakeholders adequately understand the goals, vision, and strategies (Tidd & Bessant, 2020). In addition, open communication and ongoing feedback also entail and involvement of everyone concerned with the change process.

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Not every change process may go as planned since, in some cases, a change process may be faced with failure or a

LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders
LDR 615 Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders

possibility of failure. In the case that the change process begins to fail, there is a possibility that the communication process may be in the process of breaking down. A breakdown in communication means that the stakeholders are no longer engaged as appropriate, which could be a recipe for the failure of the change process (Deszca et al.,2020). Therefore, it is important to keep the communication channel open and ensure that information regarding the change initiative is timeously communicated to the stakeholder and also in a consistent manner. The leaders must be deliberate in their actions to consistently and effectively communicate with the stakeholder.


Deszca, G., Ingols, C., & Cawsey, T. F. (2019). Organizational change: An action-oriented toolkit. Sage Publications.

Lewis, L. (2019). Organizational change. In Origins and traditions of organizational communication (pp. 406–423). Routledge.

Tidd, J., & Bessant, J. R. (2020). Managing innovation: integrating technological, market and organizational change. John Wiley & Sons.

It is so important to have successful communication in order to give a clear vision of change and the strategies to the stakeholders of an organization. Successful communication allows all stakeholders to feel more engaged and give them a clear understanding of the direction that the organization is going in. Stakeholders form opinions and feel different emotions based on how change and the communication that comes with change are handled (Lewis 2011). Successful communication will allow stakeholders to be engaged resulting in positive emotions towards the changes being made. If the change process were to start to fail, it could be a result of many things but communication might be one reason. If the communication is lacking in the sense that stakeholders are not engaged then the change wouldn’t bring positivity to the organization which could cause it to fail. If the communication overall is lacking resulting from higher management not wanting to speak out about the failures that could affect how the stakeholders react and act to their leadership. As a leader communicating even if the change is a failure is so important as it keeps the stakeholders in the loop and allows them to see that it is an opportunity to learn and grow from past failures.

Lewis, Laurie K.. ( © 2011). Organizational change: creating change through strategic communication. [Books24x7 version] Available from http://library.books24x7.com.lopes.idm.oclc.org/toc.aspx?bookid=41650.

Managerial communication plays a vital role in knowledge sharing; management uses effective communication to set clear expectations, establish responsibilities, and maximize the team’s performance (Juenja, 2015). Managerial communication would influence completing tasks, and by using effective communication, leadership would delegate responsibilities, maintaining open communication channels, which would lead to transparency and help create a safe environment (Juenja, 2015). Managerial communication would play an essential role in motivating stakeholders, and during times of crisis, effective communication by leadership would help to give the stakeholders a sense of security (Juenja, 2015). Merrell (2012), stated, “managers are better at making change real for their people. The best invest in their managers and give them effective training and support in managing through change, making the changes real and engaging for their teams. We found that the majority (82%) do actually provide training for their managers to help them manage through change.”



Juneja, P. (2015). Importance of communication in change management. Management Study Guide. https://www.managementstudyguide.com/action-research-for-successful-organizational-change.htm


Merrell, P. (2012). Effective change management: The simple truth. Management Services, 56(2), 20-23. https://lopes.idm.oclc.org/login?url=https://www.proquest.com/trade-journals/effective-change-management-simple-truth/docview/1027234230/se-2?accountid=7374

It takes a whole team of people to create a great company but just one lousy leader to take the whole business down the pan” (Blanchard, 2010, p. 44). Managerial communication is essential within the organization and stakeholders. “Managing change is a critical component of any major transformation. It is a necessary process that helps companies successfully implement new strategies. Change management gets results by building sponsorship from the top, creating leaders who will act as change agents, and by changing behaviors in frontline teams and individual employees in business units” (Neilson et al., 2004, p. 3). In my organization the department managers report and share perspectives to the directors and the directors share perspectives and report to the CEO/CNO. Each of the leadership teams are responsible for communicating and representing respect, value, our mission, and vision outlook within the organization to all stakeholders. As concerns arise from staff the leadership team will escalate concerns from the manager to director to CEO/CNO as appropriate regarding the change and/or to initiate a change. The eight-step method of change management is essential for leaders to communicate with change initiates including establish a sense or urgency; form a powerful guiding coalition; create a vision; communicating the vision; empower others to act up on the vision; create and plan short term wins for your team; consolidate improvements and provide more change; and institutionalize new approaches (Spencer & Winn, 2004). It is essential for managerial to maintain open communication, maintain discipline, and provide safe working environments for their staff within the organization to initiate changes.



Blanchard, K. (2010). Mastering the art of change. Training Journal, 44–47. https://web-s-ebscohost-com.lopes.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=1&sid=80aff27e-a012-42cf-a258-6c8eebf52d2a%40redi

Neilson, G., Tipping, A., Krings, J., Aguirre, D. (2004). Change management perspective. Strategy & Formerly Booz & Company. https://www.strategyand.pwc.com/gx/en/insights/2002-2013/change-management-perspective/strategyand-change-management-perspective.pdf

Spencer, M. H., & Winn, B. A. (2004). Evaluating the success of strategic change against Kotter’s eight steps. Planning for Higher Education, 33(2), 15–22 https://web-a-ebscohost-com.lopes.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=1&sid=b043b028-7e27-4a05-8b13-62529251cbe5%40sdc-v-sessmgr02