Resilient Relationship Communication Plan

In an article cited in HR Daily, 24 September 2009, ( hrdaily.com.au) Eve Anderson, co-author of "I used to be an employee but now I am a stakeholder", cites that employers "can face difficulties if the interests of individuals aren't considered" when implementing flexibility policies or similar workforce strategies. How true. Anderson and co author, Dr. Michelle Greenwood also say that "Workers often depend on their work for social relationships, self-identity, and self-actualisation," Correct on that point also.

Thus, in order to get closer to understanding the interests of each individual we work with and help create resilient and engaging workplaces, it’s important to have a communication plan and approach to different people, styles and competencies. Here’s how to become a stakeholder in a relationship rather than a by stander.

1. Determine the WHO of your message
   Whatever form of communication – either email, letter, text, phone, twitter, or update, spend time determining and understanding your audiences needs and just who it is your communication is for. Is it being received in a format that matches the style or competency of the other party. If not, adjust it.
2. Plan the WHAT you want to say/do
   Clearly define WHAT the purpose is of your communication and the context of where it fits into the relationship you have with the other party.
   Determine what you hope to achieve as a result of this communication and what outcomes you expect?
   Once you have decided, never loose sight of these points as you develop the process and implementation of the communication.
   The purpose of the WHAT should underpin the entire communication
3. Set out the WHY
   Be clear in your mind as to why the person you are directing the information wants it and why they should read or listen to what you have to say.
   Ask yourself WHY they should take action now or later and what is your compelling reason that makes this communication more important .
   Why is the form of communication you have chosen the most effective or appropriate?
   Think of these points from THEIR point of view.
4. Focus on the HOW to
   How will this information help the other party?
   How clear, concise and relevant is it to them? In other words, how easy have you made it for others to understand and deal with.
   How will they take this communication to the next level and convert it from a concept/idea/to do through to implementation.
5. Know and respect the WHEN
   Knowing when to implement, offer, suggest, advise, or state opinions can mean the difference between a successful communication outcome with people we work with and a less positive outcome. It also is important to give the right information as to WHEN we want people to take action, and WHEN is a good time to measure whether or not what we are communicating with people has been successful.
   
   So if creating a workplace that has stakeholders not bystanders is important for you, practice the 5 point communication plan.

http://www.rickynowak.com/