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Five Levels of Communication Infographic

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Six Ways to Influence Change
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Five Levels of Communication Infographic

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Some tools never lose their value. The hammer. The umbrella. The wheel. These tools have been around for centuries and we trust them.

We have similarly trustworthy, proven tools in the organizational world. The Tried & True series shares trusted models that stand the test of time in graphical form. The first tool is the Five Levels of Communication.

Most leaders recognize that communication is essential during change. However, all too many think of communication as a simple matter of sending an informational email.

To encourage all that's needed to support sustainable change, organizations must engage in five different levels of communication. This model, developed by Linda Ackerman Anderson and Dean Anderson based on a model by ARC Worldwide, has been helping leaders for years.

Some tools never lose their value. The hammer. The umbrella. The wheel. These tools have been around for centuries and we trust them.

We have similarly trustworthy, proven tools in the organizational world. The Tried & True series shares trusted models that stand the test of time in graphical form. The first tool is the Five Levels of Communication.

Most leaders recognize that communication is essential during change. However, all too many think of communication as a simple matter of sending an informational email.

To encourage all that's needed to support sustainable change, organizations must engage in five different levels of communication. This model, developed by Linda Ackerman Anderson and Dean Anderson based on a model by ARC Worldwide, has been helping leaders for years.

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Five Levels of Communication Infographic

  1. 1. ALTERING BEHAVIOR Demonstrating new behavior. Training, coaching, and other opportunities for practice and learning. Policy or systems changes to reinforce desired behavior. “What do you need in order to perform in the new way?” “I can perform as needed for this change to succeed. I’m open to receiving feedback and coaching to keep improving.” GAINING COMMITMENT Making the decision that the change is worth the cost. Alone time for personal introspection. Opportunities to address issues with peers, supervisors, and/or leaders of change. “Are you with me in making this change?” “I personally want this change to succeed and will contribute fully so that it does.” IDENTIFYING IMPLICATIONS Exploring and analyzing the impact of the change. Interactive group discussions about what the change means for the individual, team, and organization. Alone time for analysis and reflection. “How does this change impact you and your work?” “This change means X for my department and Z for me and my job.” SHARING INFORMATION THE TRIED & TRUE SERIES: TRUSTED MODELS THAT STAND THE TEST OF TIME Most leaders recognize that communication is essential during change. However, all too many think of communication as a simple matter of sending an informational email. To encourage the understanding, commitment, and behaviors needed to support sustainable change, organizations must engage in five levels of communication. LEVELS OF COMMUNICATION 5 WHAT IT IS HOW TO DO IT SAMPLE COMMUNICATION IDEAL REACTION FROM RECEIVER Telling (one-way). Presentation, email, video, intranet posting. “Here’s what’s we’re planning.” “Thank you for telling me this.” BUILDING UNDERSTANDING Dialogue (two-way). Small group meetings, breakouts to develop questions, facilitated Q&A. “In response to your question, let me share the rationale for change.” “Having explored my concerns, I now understand the focus of the change and why it’s needed.” Adapted from The Change Leader’s Roadmap by Ackerman Anderson & Anderson. Based on a model developed by ARC Worldwide. | Partnering Resources is a management consulting firm dedicated to helping individuals, teams, and organizations thrive in our networked world. We help companies develop networked leadership, navigate change, and find opportunities in complex business ecosystems. Visit us online at http://partneringresources.com. 4 2 3 1 5

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