Change Management | How to Communication the Change

Change managers will give people options to create a sense of control in decision-making. However, the choice should be limited to avoid decision fatigue which is "a psychological phenomenon showing the deteriorating quality of decisions made by an individual after a long session of decision making. " (Wikipedia). 
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The change management strategy needs to keep the option simple for easy pick, offer limited choices, such as two or no more than three options. In addition, we have to limit the decision-making requests in a short period because it can also cause decision fatigue. ​​Change management communication has to be comprehensive, empathetic, and authentic. 

• Comprehensive means sharing the discussion context with the audience and avoiding making assumptions. The change manager can ask a question like "What do you think about this change?" to get feedback from the audience. 
• Empathetic needs the communicator to talk in the audience's language and directly address the audience's needs like "How will it impact me? " or "How will it affect my team?" 
• Authentic demands transparency and openness when sharing ideas and opinions.

It is also crucial for change agents to come into a change management communication with a positive, focused, flexible, organized, and proactive attitude. No one like to make changes to them.Therefore, making the change with them, talking about "How can we change." instead of "How you can change."

Editor's Note: "The brutal fact is that about 70% of all change initiatives fail." (From Cracking the Code of Change by Nitin Nohria and Michael Beer, HBR 2000; "Most Change Initiatives Fail—But They Don't Have To," D. Leonard and C. Coltea, Gallup, 2013) The failure could be losing focus, the change happened incorrectly, or changes don't happen at all.