Communication plan
- 1. Sophia A. Stringfield January 18, 2016 Professor Gregory Dlabach Communication Plan AET/560
- 2. • Effectiveness/Impact of Management Response • Feedback for Continuous Improvement • Address Negative Responses • Results from the communication plan • Purpose for Disney Communication Plan • Launching the Communication Plan • Technology Needed • Influence Strategies Introduction
- 3. • Sets the training standards for staff. • Ensures consistency among all trainers and trainees. • Helps to increase productivity. • Helps to measure the effects from the new changes/process. Purpose for the Communication Plan
- 4. • Executives received permission to develop a new training system for Disney employees. • Executives are aware of the current training issues and why the changes need to be implemented. • Effects of the changes will be monitored before, during and after the new training system has been put place. • Depending upon the findings, the plan will adjust or modify the new plan of action. Launching the Communication Plan
- 5. • Face-to-face communication is the most effective way of implementing change. • Change leaders will provide clear and concise instructions on how to implement the new training procedures. • Participation from every one is required. • Communication plan is designed to help persuade the trainees. Launching the Communication Plan
- 6. • Video Equipment • Access to the internet will be required • Digital Smartboards • Organizational Charts • Computers Technology Needed
- 7. • Change leaders need to educate the employee, and key executives the logic behind the necessary changes. • Everyone needs to be engaged and contribute to the new changes. • Welcomes open discussions regarding the change process. • Decrease the resistance barriers associated to change. Influence Strategies
- 8. • Executives encourage Disney training program. • Trainees are motivated. • Training Program is more structured. • Positive end results. • Inspires long term team building employee relationships Effectiveness/Impact of Management Response
- 9. • Surveys • Questionnaires • Weekly Meetings • Ongoing Training Opportunities • Suggestion Box Feedback for Continuous Improvement
- 10. • Provide questions and answers reports. • Town Hall Meeting once a week. • Respect the opinions and ideas of participants. • Outline the review process. • Distribute review forms. Address Negative Responses
- 11. • Participants will know the objectives, goals and expectations. • Training sessions will be conducted the same. • More commitment from employees. • Performance levels will increase. • Eliminate barriers that would cause resistance to the change process. Results from the Communication Plan
- 12. • Scholey, C. (2005). Strategy maps: A step-by-step guide to measuring, managing and communicating the plan. The Journal of Business Strategy, 26(3), 12-19. Retrieved from http://search.proquest.com/docview/202680614?accountid=35812 • Tupper, C., Deszca, G., & Cynthia, I. (2012). Organizational change: An action-oriented toolkit (2nd ed.). Thousand Oaks, CA: Sage. Reference
Editor's Notes
- #3: Here the presenter will discuss the needs for the communication plan and give an overview of what to expect in the presentation. These are the key elements needed to implement the upcoming changes regarding the Disney’s training procedures.
- #5: During this stage of the presentation, the presenter will elaborate on the different phases of the communication plan: preapproval, developing the need , midstream of changes and confirming the change phase. It is critical to explain and clarify the need for the new training program. The plan will reveal the progress and provide feedback from the effects of the new training procedures.
- #7: In order to share and transfer information, the plan consist of the various ways to train the employees. Video Equipment and access to the internet is necessary. Trainees can share ideas on blogs, chat lines or other web applications. Organizational Charts are used so that everyone will understand their position and duties.
- #9: Here the presenter will describe the importance for the stockholders to be involved in the change process. Their opinions and concerns will have an impact on the outcome of the new training program at Disney.
- #10: Speaker will explain and describe the importance of feedback. It provides managers with the necessary data to improve or modify any necessary changes to the process that can help improve the process. Participants are given many ways to submit their ideas, suggestions or opinions.
- #11: Speaker will stress everyone’s opinion matters. Negative responses help to mold and shape the plan of action. People can learn and make adjustments.
- #12: Speaker: As a result of this communication plan, stockholders will be informed of the expected end result of the new changes and it shall reveal the overall benefits to the organization as a result of this new training program at Disney.