The influence of values—individual, cultural, and organizational—shapes the context, atmosphere, and equilibrium. Values establish order and serve as prerequisites for wholeness, integrity, and fulfillment. Actively present values profoundly influence actions. We can consciously introduce new values or solidify existing ones "eternal" values through verbal declaration.

Clear Objectives: Define the purpose and objectives of the change. Key Details: Outline what is changing, why the change is necessary, how it will affect operations, and the expected outcomes. People will have questions about how it will impact them. Listen to your team being heard is import to them. You may not be able to ease all their concerns so be as candid as you can with information.

1. Identify the audience: Who are all the people who need to be participants of the change or will be affected by the change 2. Clearly define what the change is, what the potential impact would be & who would be impacted 3. Involve each of the impacted persons in the solution definition so they feel valued 4. Share the initial draft of the solution definition for feedback from the impacted persons 5. Incorporate as much of the feedback into the solution so that all involved feel heard within the change environment; Call out/praise the contributors 6. Commit to a regular cadence of communicating progress, issues, mitigation plan and a developing knowledge base with all subscribed to or impacted by the change activities so they feel included

🤔Reflecting on my 25 years+ of experience as a change agent, I've found that effective communication is vital for successful operational planning. Here are my top 3️⃣ tips: 1. Clear and Transparent Communication:🙊 Explain the reasons for the change, its benefits, and the impact on the team. Transparency builds trust and reduces resistance. 2. Engage and Listen:🙉 Involve key stakeholders early, seek their feedback, and address concerns to ensure they feel heard and valued. 3. Provide Support and Training:🙈 Offer resources and training to help the team adapt smoothly, boosting their confidence in the new plan. Implementing these tips can lead to smoother transitions and a more adaptable, resilient team.🦾

Effective communication of changes in operational planning starts with clarifying the goals and reasons behind the adjustments, and articulating the expected outcomes. This approach helps team members understand the 'why' behind the changes, fostering acceptance and support. Aligning these changes with the organization’s strategic objectives allows everyone to see the bigger picture and how their work contributes to it. Research supports that transparent communication, clear goal setting, and strategic alignment enhance employee understanding, motivation, and commitment. 🚀🌍👌🏽 #ChangeManagement #StrategicPlanning #EffectiveCommunication #OrganizationalSuccess #EmployeeEngagement #Leadership #GoalSetting #OperationalPlanning #Transparent

Vision building and casting from a departmental level to reach the broader level goals is always better received and incorporated when buy in from the team member/ key stakeholders is early and consistent. This helps in avoiding otherwise unknown pitfalls and curating the solutions to unique challenges that the upper tiers of management may not be regularly aware of. This allows the organization to receive grass roots input and yet factor in their stewardship towards the big picture vision laid out.

A assertividade na comunicação é essencial em mudanças operacionais. A segurança que o líder/gestor passa para a equipe fortalece a confiança mútua. Comunicar e escutar são igualmente importantes para esclarecer dúvidas e desenvolver novos processos em conjunto.

Plan Do Check Adjust This allows for minor corrections along the way. Keep the team involved solidifies ownership for them. Being an active part of the change.

Imo, operational planning should have clear assumptions and key drivers followed by strategy and initiatives. The why, how and what needs to be clear to the execution team and they should be made to understand that when the assumptions and drivers change, the operational plan also changes. When a change happens, explain the reasons for change due to drivers and assumptions and provide an alternate course of action to get a buy-in.