Communication Plan for TSO Armor & Training, Inc. Aaron Flores AET/560 June 17, 2015.

Communication Plan for TSO Armor & Training, Inc.

Communication Plan for TSO Armor & Training, Inc. Aaron Flores AET/560June 17, 2015

Overview How to Launch Communication PlanTechnology Needed to Accomplish the PlanHow to Test its Effectiveness and the Impact of managements Response to the Organizational ChangeHow to Address Negative Responses or Communications About the ChangeHow the Communication Plan Can Affect Organizational ChangeLaunching the Communication Plan

A communication plan may consist of 4 phasesPreapproval PhaseDeveloping the need for change phaseMidstream Change Phase Confirming the Change ProcessTSO creates a pitch for management about changeTSO will provide the rationale for changeIt will help with a smoother transitionTSO will give staff feedback inform employees about the progressTSO will tell staff when they have completed the change and acknowledge their employees for their hard work and dedicationMany change plans will differ from organizationsThe illustration to the right simulates the 4 stages

Margolis, 2015Technology Needed

Each person has a learning style or learning curveIt is important to identify each learning styleThis will help to clarify the message by relating each learning style with each personTSO conducts 16 different blocks of trainingEX:Written and Oral testingHand-On TrainingLecturesVideos and PowerPoint Pres.Digital Black Board

Detailsworld.com, 2015Testing its Effectiveness & Impact of Managements Response FormativeTSO will use informal and formal formative assessmentsTSO will provide status updates during the process of change to upper managementThis will create opportunities for adjustments as change is taking placeProviding clear communication will help reduce resistance

SummativeTSO will conduct a full analysis at the end of the change processEnables summative evaluation on change leaders effectiveness to facilitate change properlyManagement will have the opportunity to make revisions or recommendations

Dealing with Negative Responses

TSO staff may resist change initiallyTSO will create an environment of trust, fairness and confidence Lack of communication will magnify negative responsesIt is the change leaders responsibility to provide clear direction TSO will use Kotter and Schlesingers six alternatives Education & Communication Participation & InvolvementFacilitation & Support Negotiation & AgreementManipulation & CooperationExplicit & Implicit coercion

(Cawsey, Deszca, & Ingols, 2012)How the Communication Plan Can Affect Organizational Change

Positive TSO staff will benefit more from the change than beforeTSO staff will understand the need for change and embrace changeTSO staff will be more motivated to be apart of the change processLess resistance for future change plansNegative Staff will resist change through entire processTime and money will be wasted Only if change does not benefit staff and organization Trust will be lost if directed improperlyCommunication problems will lead to a lack of interest in the change plan

References Cawsey, T., Deszca, G., & Ingols, C. (2012). Organizational Change (2nd ed.). Retrieved from The University of Phoenix eBook Collection databse.http://sheilamargolis.com/books/building-a-culture-of-distinction/building-a-culture-of-distinction-program-cycle/TSO Armor and Training Inc..(2014).Retrieved from http://www.tsoarmor.com/ http://www.conexdesign.com/wp-content/uploads/2014/03/LearningStyles.png

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