Communication Plan

for TSO Armor &

Training, Inc.
Aaron Flores
AET/560
June 17, 2015

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

Launching the
Communication
Plan

A communication plan may consist of 4 phases

Preapproval Phase

Developing the need for change phase

Midstream Change Phase

Confirming the Change Process

TSO creates a pitch for management about change

TSO will provide the rationale for change

It will help with a smoother transition

TSO will give staff feedback inform employees about

the progress

TSO will tell staff when they have completed the

change and acknowledge their employees for their
hard work and dedication

Many change plans will differ from organizations

The illustration to the right simulates the 4 stages

Margolis, 2015

Technology
Needed

Each person has a learning style or

learning curve

It is important to identify each

learning style

This will help to clarify the message

by relating each learning style with
each person

TSO conducts 16 different blocks of

training

EX:

Written and Oral testing

Hand-On Training

Lectures

Videos and PowerPoint Pres.

Digital Black Board

Detailsworld.com, 2015

Testing its Effectiveness & Impact of

Managements Response
Formative

Summative

TSO will use informal and formal formative assessments

TSO will provide status

updates during the process of
change to upper management
This will create opportunities
for adjustments as change is
taking place
Providing clear communication
will help reduce resistance

TSO will conduct a full analysis at the end of the change

process

Enables summative evaluation on change leaders

effectiveness to facilitate change properly

Management will have the opportunity to make revisions or

recommendations

Dealing with
Negative
Responses

TSO staff may resist change initially

Lack of communication will magnify

negative responses

TSO will create an environment of

trust, fairness and confidence

It is the change leaders responsibility

to provide clear direction

TSO will use Kotter and Schlesingers

six alternatives

Education & Communication

Participation & Involvement

Facilitation & Support

Negotiation & Agreement

Manipulation & Cooperation

Explicit & Implicit coercion

(Cawsey, Deszca, & Ingols, 2012)

How the Communication Plan Can Affect Organizational

Change

Positive

Negative

Staff will resist change through entire process

TSO staff will benefit more from the change than before

TSO staff will understand the need for change and embrace
change

TSO staff will be more motivated to be apart of the change

process

Less resistance for future change plans

Time and money will be wasted

Only if change does not

benefit staff and
organization

Trust will be lost if directed improperly

Communication 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-ofdistinction/building-a-culture-of-distinction-programcycle/
TSO Armor and Training Inc..(2014).Retrieved from
http://www.tsoarmor.com/
http://www.conexdesign.com/wpcontent/uploads/2014/03/LearningStyles.png