COM 510 Communications Plan Portfolio Timeline And Evaluatio

Com 510 Communications Plan Portfolio Timeline And Evaluation Scoring

Com 510 Communications Plan Portfolio: Timeline and Evaluation Scoring Guide REQUIREMENTS: POSSIBLE ACTUAL A clear and well-delineated News Release 1) 10 appropriate activities chosen. ) Brief explanation of why each activity was chosen and why it will bring about the desired organizational change. ) Timeline table completed. ) In words, explanation of how the organizational change methods will be assessed is given. ) Clarity and quality of writing. 10 TOTAL 80 Instructor Comments: © 2016. Grand Canyon University. All Rights Reserved. Complete Skills Gap Analysis INBOX: 1 New Message From: Denna Chartreuse, HR Specialist, MCS To: You Greetings, I’m reaching out to let you know that MCS’s Human Resources department conducts a 10-week post-project self-evaluation of your skills. Using the same skills gap analysis file that was sent to you when you began, each team member will self-evaluate their own project-related knowledge and skills accounting for their growth during their tenure within our organization. The skills gap analysis will help you to identify the skill areas you have enhanced by completing your recent assignments and will reflect any changes in the way you see the importance of those skills to your career success. Select the Project 4 worksheet in the bottom left of the file. After completing your self-evaluation, take the time to deeply assess your progress by writing a 400- to 500-word reflection that describes two to three gaps you worked to reduce over the past 10 weeks and discusses whether and how much you improved. Also think back on the learning activities you pursued to help you develop competencies. Thank you for your attention to this request, we look forward to hearing of your forward movement. Denna COM-510 Topic 7 Communications Plan Portfolio: Timeline and Evaluation Part I: Timeline Create a timeline for the implementation of your Communications Plan by doing the following: Choose 10 activities that you will do to make sure your Communications Plan is fully implemented in the most effective way possible (Assess stakeholders current attitudes toward the change, produce training materials, conduct one-on-one visits, conduct data analysis, design survey instruments, etc.) For each of the 10 activities, give a brief explanation (50-75 words each) of why you chose the activity you did and how it will help to bring about the organizational change you are seeking. ) Complete the table below by filling in the 10 activities you have selected and placing an “X” in the month that each activity will be accomplished by. Part II: Evaluation In words, prepare an evaluation of your organizational change by doing the following: State the organizational change: Explain the methods you will use to assess the current state of your organization. These might include paper surveys, online surveys, interviews, focus groups, etc. Explain why they are the best methods for your situation. Explain which mechanisms (website, email address for team in charge of organizational change, etc.) you will create to allow internal and external stakeholders to provide feedback. Explain what methods you will use to assess the state of your organization after you have successfully completed the organizational change. These methods might include paper surveys, online surveys, interviews, focus groups, etc. Explain why you will use the methods you have chosen.

Paper For Above instruction

The assignment requires developing a comprehensive communications plan that includes a detailed implementation timeline alongside a thorough evaluation strategy for organizational change. This involves selecting ten specific activities crucial to the successful deployment of the plan, explaining their relevance and how they facilitate change, and scheduling them appropriately over a six-month timeline. Additionally, the evaluation component mandates clearly defining the organizational change, outlining suitable methods for assessing the current state, and establishing mechanisms for stakeholder feedback both during and after implementation.

Introduction

Effective organizational change requires meticulous planning and assessment. A well-structured communications plan ensures stakeholders are informed, engaged, and aligned with the change objectives. This paper delineates a strategic approach that comprises ten targeted activities placed within a specific timeline, paired with an evaluative framework that assesses organizational health pre- and post-change.

Part I: Timeline of Activities

The first step involves identifying ten key activities that support the implementation of the communication plan. These activities include stakeholder attitude assessments, production of training materials, conducting one-on-one outreach, data analysis, designing survey tools, and other relevant actions. For each activity, a concise rationale explains its purpose and contribution to the organizational change effort.

  • Activity 1: Assess Stakeholder Attitudes - Conduct surveys and focus groups to gauge current perceptions of the change. This informs tailored messaging and identifies resistance points.
  • Activity 2: Develop Training Materials - Create educational resources that facilitate understanding and adoption of new processes or policies.
  • Activity 3: One-on-One Engagements - Schedule individual meetings with key personnel to address concerns, gather feedback, and reinforce support.
  • Activity 4: Data Analysis - Analyze organizational data to identify trends and measure baseline performance metrics related to the change.
  • Activity 5: Design and Distribute Surveys - Develop tools to collect ongoing feedback from stakeholders during deployment.
  • Activity 6: Internal Communication Campaigns - Launch emails, intranet updates, and newsletters to keep staff informed at each milestone.
  • Activity 7: Training Sessions - Implement workshops to enhance skills needed for new systems or procedures.
  • Activity 8: Feedback Mechanisms - Create online portals or suggestion boxes for continuous stakeholder input throughout the process.
  • Activity 9: Monitor and Adjust - Regularly review feedback and data to make iterative improvements to the communication tactics.
  • Activity 10: Final Evaluation and Reporting - Summarize outcomes, lessons learned, and next steps to ensure sustained organizational change.

Each activity is scheduled within a six-month period with specific months designated for their completion, facilitating a structured rollout of the communication plan.

Part II: Evaluation Strategy

The organizational change will be assessed using qualitative and quantitative methods. Initial assessment involves conducting baseline surveys and interviews to establish the current organizational climate. These methodologies are selected for their effectiveness in capturing comprehensive insights into stakeholder perceptions and organizational readiness (Kotter, 1995; Armenakis et al., 1999).

To facilitate ongoing feedback, mechanisms such as dedicated email addresses, dedicated sections on the organization's intranet, and virtual feedback forms will be created. These channels enable stakeholders to express concerns and suggestions in real-time, promoting transparency and engagement.

Post-implementation evaluation will incorporate similar data collection tools—surveys, interviews, focus groups—to measure shifts in attitudes, behaviors, and performance metrics. Comparing pre- and post-change data helps determine the effectiveness of communication strategies and the extent of organizational transformation (Cameron & Green, 2015).

The rationale for these methods is grounded in their proven track record in change management research, providing reliable indicators of success and areas needing further adjustment. Using multiple channels ensures broad stakeholder participation, essential for comprehensive assessment and sustained change (Hiatt, 2006).

Conclusion

In sum, a detailed timeline paired with an evaluation framework forms the backbone of effective organizational change. Regular assessment and stakeholder engagement not only measure progress but also foster a culture of continuous improvement. Implementing such a plan, grounded in best practices and rigorous data collection, will enhance the likelihood of achieving desired organizational outcomes.

References

  • Armenakis, A. A., Harris, S. G., & Mossholder, K. W. (1999). Creating readiness for organizational change. Organizational Dynamics, 28(1), 39-55.
  • Cameron, E., & Green, M. (2015). The Organisational Change Management Toolkit. Kogan Page.
  • Hiatt, J. (2006). ADKAR: a model for change in business, government, and our community. Prosci.
  • Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59-67.
  • Burnes, B. (2004). Kurt Lewin and the planned approach to change: A re-appraisal. Journal of Management Studies, 41(6), 977-1002.
  • Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
  • French, W. L., & Bell, C. H. (1999). Organization Development: Behavioral Science Interventions for Organization Improvement. Pearson.
  • Palmer, I., Dunford, R., & Akin, G. (2017). Managing Organizational Change. McGraw-Hill Education.
  • Appreciative Inquiry Commons. (n.d.). Methods for organizational assessment. Retrieved from https://appreciativeinquiry.case.edu
  • Lewis, L. K. (2019). Organizational Change: Creating Change Through Strategic Management. Routledge.

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