LDR 615 Why is effective and frequent communication so critical to a successful change effort?

Grand Canyon University LDR 615 Why is effective and frequent communication so critical to a successful change effort?-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University LDR 615 Why is effective and frequent communication so critical to a successful change effort? assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for LDR 615 Why is effective and frequent communication so critical to a successful change effort?                            

Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 Why is effective and frequent communication so critical to a successful change effort?  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for LDR 615 Why is effective and frequent communication so critical to a successful change effort?                          

The introduction for the Grand Canyon University LDR 615 Why is effective and frequent communication so critical to a successful change effort?  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for LDR 615 Why is effective and frequent communication so critical to a successful change effort?                          

After the introduction, move into the main part of the LDR 615 Why is effective and frequent communication so critical to a successful change effort?  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for LDR 615 Why is effective and frequent communication so critical to a successful change effort?                          

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for LDR 615 Why is effective and frequent communication so critical to a successful change effort?                            

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for LDR 615 Why is effective and frequent communication so critical to a successful change effort? 

Re: Topic 5 DQ 2

Effective and frequent communication is critical to a successful change effort because it dispels myths, creates trust, and mitigates resistance. Effective communication that I have witnessed is the Friday emails that our director of the healthcare organization sends out to all staff. In this email, he recognizes staff, discusses the good work that was done that week, highlights vision for where our organization is heading, and discusses important events. I think this communication strategy is important because Cheraghi et al. (2023) suggests “if the information provided about the change is timely, valid, informative, and sufficient, a more positive evaluation of the change will emerge in the individual”. This strategy of weekly, consistent communication really strengthens culture because it rewards positive behaviors that the facility endorses and it also explains the “why” for the changes, and shows that leadership is supporting this change because it is for the good of the organization and its stakeholders. This weekly email also allows for all employees to understand and learn about their director since most people don’t interact with him on a daily or even weekly basis. It evidently builds trust and professional relationships with staff that is key to building a trusting culture that is willing to follow their leader through change. Issah (2018) endorses “At this stage in the change process, the social skills of the leader is essential for effectively communicating the change to the staff. Emotionally intelligent leaders know and therefore create an environment of open communication for those to be affected by the change to contribute in analyzing the present situation of the organization and to share in the future desired state of the organization. Our director also hosts a monthly all employee Town Hall meeting where employees and other stakeholders can ask questions and have discussions regarding certain decisions or change initiatives. Because of the weekly and monthly modes of communication strategies, they allow for feedback, negotiation, information-sharing, and the building of trust to occur which are necessary ingredients for the success of a change initiaitive.

References

Cheraghi, R., Ebrahimi, H., Kheibar, N., & Sahebihagh, M. H. (2023). Reasons for resistance to change in nursing: an integrative review. BMC Nursing, 22(1), 310. https://doi.org/10.1186/s12912-023-01460-0

Issah, M. (2018). Change Leadership: The Role of Emotional Intelligence. Sage Journals, 8(3). https://doi.org/https://doi.org/10.1177/2158244018800910

Sample Answer 2 for LDR 615 Why is effective and frequent communication so critical to a successful change effort? 

Successful organizational change hinges on a cornerstone – effective and frequent communication. It bridges the envisioned future and the present reality, guiding stakeholders through uncertainty and fostering buy-in. This is why clear, consistent communication is paramount, followed by an illustrative example. “Organization communication scholars have shown that the adequacy of information provided by the organization has also contributes to an employees’ job satisfaction” (Husain,2013, p.46).

Transparency and clarity are crucial for managing expectations. When employees understand the “why” behind the change – the rationale and its alignment with organizational goals – they’re more likely to see it as a positive step rather than a disruptive force. Effective communication also spells out the “what” as well, detailing the specifics of the change, timelines, and potential roadblocks. This empowers individuals to prepare and adapt, minimizing confusion and resistance.

Open communication fosters a sense of ownership. By creating open channels for feedback and questions, organizations acknowledge the impact the change will have on employees. This two-way dialogue allows for concerns to be addressed and potential issues mitigated before they escalate. Leaders who actively listen and incorporate valuable suggestions demonstrate respect, fostering a sense of collaboration and ownership in the change process.

“Effective communication can be hindered by numerous barriers, resulting in misunderstandings, inefficiencies, and workplace conflicts” (Bahrain et al., 2023,p.5)  Furthermore, frequent communication combats the grapevine. In the absence of clear information, rumors and speculation run rampant. Frequent updates, even if they convey that details are still being ironed out, maintain trust and prevent negativity from festering. This is especially important during periods of uncertainty, where timely communication can reduce anxieties and maintain a sense of control.

To illustrate the detrimental effects of poor communication, I will focus on implementation of the Signal. Encryption apps like Signal can be a double-edged sword in change management. While fostering a sense of security, they can inadvertently create an environment of overcommunication and hinder effective communication. The constant flow of messages, often lacking a central repository, can lead to information overload. Critical updates or decisions get buried in a flurry of informal exchanges, making it difficult for personnel to stay on the same page. This fragmented communication creates confusion and reduces efficiency, especially in complex change initiatives with intricate details.

The informal nature of these platforms can be detrimental. Nuance and context, crucial for effective communication, are easily lost in text-based exchanges. “While encryption applications like Signal offer privacy benefits, their informal nature and lack of context can exacerbate communication issues during organizational change. Research by Jarvenpaa et al. (2004) suggests that “more communication is not associated with more positive attitudes or performance”.

Furthermore, the lack of a formal record-keeping system creates ambiguity about decision-making processes and accountability. This highlights how over-communication impacts all personnel. This drill weekend led to personnel being unprepared and diminished morale & productivity. Personnel was bombarded with misinformation and experienced a frustrating extended weekend. Ultimately, the lack of clear communication demonstrates the lack of efficiency of the entire initiative.

Effective and frequent communication is the lifeblood of successful change. By fostering transparency, encouraging ownership, and combating misinformation, clear communication paves the way for a smooth transition and a more engaged workforce. As leaders navigate organizational transformations, prioritizing open communication serves as the foundation for a successful and sustainable future.

Bahrain, N., Sakrani, S., & Maidin, A. (2023). Communication Barriers in Work Environment: Understanding Impact and Challenges. International Journal of Academic Research in Business and Social Sciences. 13. 10.6007/IJARBSS/v13-i11/19498.

Husain, Z. (2013). Effective communication brings successful organizational change. The Business & Management Review, 3(2), 43.

Jarvenpaa, S. L., Shaw, T. R., & Staples, D. S. (2004). Toward contextualized theories of trust: The role of trust in global virtual teams. Information systems research, 15(3), 250-267.