| In the last issue
of Incomms we set a scenario and asked for your best
suggestions. We are publishing the best of the feedback
we had with along with our prize winner, Rekhe
Panda. Our judges thought this entry was well
considered and identified the key components of a successful;
communication.
BRIEF: Not another vision and values statement!
The management team has revised the Vision and Values
statement and wish to have the new draft circulated
to all employees. As a communicator how would you advise
them?
iPod Suffle winner
- You need to be communicating, talk, talk and talk.
Keep the communication honest, open, and interactive.
- You must be prepared to find reasons within the
cultural context to justify the new Values & Visions.
- Use relevant examples & use examples from different
cultures.
- Communicate not just what" and the "how"
of the new set Vision & Values statement but also
the "why" or underlying reasoning behind
the change.
- Train the trainer. Conduct a train-the-trainer programme
for local presenters of the new set of Values &
Visions. This will ensure consistency of quality and
message.
Rekha Pande
Runners-up
#1
In our company we use team briefings as a key communication
channel. So I would recommend, preparing a briefing
pack and adding it to the monthly team briefing agenda.
I would also produce a short take away summary for all
employees and managers. This ensures ownership at each
level and an opportunity for people to ask questions.
It also means that a manager can localise the vision
and values for his or her own area of the organisation.
J. Givans
#2
Vision and values statements can be pretty bland and
usually involve clever wording to get everything into
a single sentence! I suggest the following:
1 Provide a rationale for why we are introducing/changing
the vision and values.
2 Provide examples for each of the values linked to
best practice.
3 Make sure that managers have a separate session and
are comfortable with them.
4 Follow up with a survey of employees to see what they
made of it.
Sarah Giltrap
#3
They are a waste of time. The only people who get off
on them is usually the MD and HR. Everyone else gets
on with the business. The MD should take them on a walkabout,
present them directly to employees and managers and
take the questions. At least they might be made more
relevant.
Eric Astle
#4
I have recently undertaken an exercise of this type
in my own organisation. I chose to communicate the launch
of the new vision and values by creating a simple but
effective design for a mousemat. The mousemats are colourful
and eye-catching and are in a position where the staff
need to use them on a daily basis.
Amanda Moore
#5
Record a message with the new vision and values and
send it via SMS to all employees (need to know their
numbers!) - when they check their messages, they can
listen to the new vision and values over the phone.
Judith Hitchens
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