BA 517

DYNAMICS OF CHANGE AND LEADERSHIP IN THE

WORKPLACE

Rhean Urbiztondo
Student

Professor
COMMUNICATION
 STAGE 4
STAGE 1

STAGE 2 STAGE 3

Transition curve model is commonly used to illustrate the

different phases and emotions employees experience as
the organization move through transition process that is
triggered by change.
 RUMOURS

 Rumours a rise due to lack of information

and misinterpretation of the message

 Group of employees is uncertain

 Rumours spread because of employees

who get satisfaction from the rumour

 Long information and decision-making chains

 ESSENTIAL APPROACHES IN
ESTABLISHING A GOOD CLIMATE FOR
COMMUNICATION

 Meet your staff in person

 Tell the truth

 Express your emotions

 ACTIVE LISTENING
Be attentive of your entire body

Face and concentrate fully on the

person speaking.

Maintain eye contact

Be observant of the employee's

physical expression.
 Show Interest

Repeat now and then what the

person has said to verify that
you have understood.

Ask with open questions

Open questions such as What
was your first reaction to the
change?What in your opinion
is the pros and cons of this
change?
 Listen to emotions behind the words

Ask follow up questions such as Are

you upset about this change?How do
you feel about the change

Confirm and clarify what you have heard

Try to summarise and define the most

important aspects
 ASK DIAGNOSTIC QUESTIONS
( How do your employees feel)

• What is diagnostic questions?

is a world leading assessment tool that provides
detailed information on an employee's understanding
and opinion on the changes made within the organization.

• What is the purpose and objective of diagnostic

questions?
To create a better and mutual understanding of the
employees present concerns and feelings.