Communicating and Leading for Change and Innovation Crisis

Communicating and Leading for Change and Innovation Crisis

Hello team members.

I wish to applaud the efforts that all team members have contributed to the current water crisis in Brown Trout Bay. Despite the immense efforts and hours we have all invested trying to find a resolution to the crisis, we have barely been successful. Today’s meeting is intended to introduce a new co-leader, Megan Brock, who is the governor’s assistant. I understand the frustration among some of us due to the governor’s decision. However, I would like to acknowledge that the crisis is already getting out of hand. As we, all are aware, crises provide an opportunity to turn bad into good. This particular one is deteriorating, a clear sign that our plan requires review.

To begin with, the governor’s decision to ship water to Brown Trout Bay is not only intended to tone down the negative publicity but also to ensure that residents have access to safe drinking water. We should all realize that the governor’s vision during the crisis is to find a lasting solution. Therefore, we share a goal with the governor’s office. Having Megan Brock as part of the crisis management team will provide insight into some of the potential solutions that the governor has considered. In addition, it will provide new ideas that are not within the group at this moment. To start with, Melanie Cohen will organize for immediate shipping of water to the affected areas. This action will provide goodwill from the people and provide the team with more time to handle the crisis efficiently.

Secondly, the team currently encounters various communication issues. One of these is the lack of communication on certain issues, which affects the process of sharing information and the team’s progress. In addition, some of the team members have developed a negative and disrespectful attitude towards collaboration, making it difficult to communicate during sessions and understand each other. Finally, the lack of open communication due to personal beliefs amongst ourselves has negatively affected our progress. Communication is an important part of crisis management. Its absence means that a team is incapable of brainstorming, welcoming new ideas, and sharing critical information (CCL, 2021). Therefore, it is important to improve our communication to turn the crisis into a positive event.

To improve communications, we shall adopt a system of notification and bring down all barriers (Parsi, 2016). Using emails, memorandums, physical sessions, and short messages, the leaders will keep everyone updated on the developments of the crisis. Each member of the team is expected to respond and provide information for confirmation or discussion as potential solutions. The system will also allow individuals to air their concerns to facilitate the resolution of conflict. During physical meetings, all members are expected to listen to others and only provide constructive feedback respectfully. Disrespect through any of the chosen modes of communication will not be tolerated.

Finally, I am confident that innovation is an important part of conflict resolution or problem-solving. As earlier mentioned, we have not successfully solved the current problem. Our job as social agents requires collaboration with other like-minded people to find solutions and ensure citizens’ benefit. Therefore, we shall include brainstorming sessions that encourage all members to voice their opinions on the strategies that we have been using and the best way forward. In addition, this reorganization provides a chance to monitor our plan, which has not borne fruit. Monitoring of strategies is important in ensuring that they remain effective and lead to goal achievement (McKinsey & Company, 2020). Therefore, I urge all of us to maintain a positive outlook and welcome Megan Brock, who will act as the governor’s representative in the resolution of the crisis. I look forward to meeting you. Thank you.

References

CCL. (2021). Communicating in a Crisis: What, When, and How. Retrieved from Center for Creative Leadership: https://www.ccl.org/articles/leading-effectively-articles/communicating-in-a-crisis-what-when-and-how/

McKinsey & Company. (2020). Innovation in a crisis: Why it is more critical than ever. Retrieved from https://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/innovation-in-a-crisis-why-it-is-more-critical-than-ever#

Parsi, N. (2016). Communicating with Employees During a Crisis. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/1116/pages/communicating-with-employees-during-a-crisis.aspx

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

---

Riverbend City Video Response and Script Paper

Create a 5-minute video response to a crisis depicted in the Riverbend City: Communicating and Leading for Change and Innovation scenario

Overview

Create a 5-minute video response to a crisis depicted in the Riverbend City: Communicating and Leading for Change and Innovation scenario.Leaders have countless considerations when communicating. Communicating with larger groups via modern communication vectors increases the complexities, particularly when change is involved. With the increasing proliferation of mass media tools, it is more important than ever to understand the messages that you are sending to large audiences.
SHOW MORE

Toggle Drawer

Resources Communicating Change

Understanding the need for change is the first step in creating new behaviors within your organization, behaviors that will represent business values in the future state. Communicating change and sometimes the values associated with it is challenging. As the role of technology grows in the global world, fewer individuals take the time to communicate with people face to face. The following resources examine communicating change.

• • Ombres, B. B. (2019). 6 tips for communicating organizational change. Public Relations Strategies & Tactics, 2(1), 10.
    • The author gives six “must dos” to help with the organizational communication change process.
  • Benz, J. (2019). Personal lessons in communicating change. Workforce, 98(3), 19.
    • The author, a change management specialist, describes what it was like to manage change when the company she owned merged with another. Managing the change as an owner was an eye-opening experience.
  • Bogdan, S., Bogdan, M., & Morar, l. (2015). Communication management and the communication of change during organizational change. Review of Management & Economic Engineering, 14(4), 761–765.

Assessment Instructions

Overview

Innovation and change within organizations often requires a deft application of communication principles. In this assessment, you will create a video response to a crisis depicted in the Riverbend City: Communicating and Leading for Change and Innovation scenario.

Preparation

• View Riverbend City: Communicating and Leading for Change and Innovation.
• This assessment requires you to use Kaltura, a Capella-supported recording tool. You will also need to have access to a webcam and microphone for recording your video. For more information, see Using Kaltura.

Scenario

Based on the communications that you have received from your team depicted in the Riverbend City: Communicating and Leading for Change and Innovation scenario, it is clear that your team is resisting the changes being proposed. Your examination of the communication surrounding your team members’ feelings about the changes have left you concerned. Of particular concern have been the communications of Matthew Chu, who has sent group emails with disrespectful comments and memes about the governor. You have resolved to reset the team members’ attitudes so they clearly understand your approach to the changes and how communications among them need to reflect it.

After analyzing the situation, your plan is to briefly introduce items for your team to consider before the meeting via a posted 4–5 minute video. Your goals for this video are to:

• Communicate your decision on how you plan to address the governor’s actions and plans.
• Explain three critical communication issues and challenges faced by the team, including communication issues to date.
• Describe an action or policy that you will introduce to improve communications and assure people are working with a unified purpose.
• Define your expectations for ethical discourse in team communications.

Instructions

Record and submit a 4–5 minute video message using Kaltura that will be posted for all team members in which you address each aspect of the scenario.
Presentation Guidelines
Be sure your video meets the following requirements:

• Length: Approximately 4–5 minutes.
• Quality: Audio and visual quality should approximate that of a properly functioning video conference.
• Visuals (if used): Create visuals that are easily read and interpreted. Use colors, fonts, formatting, and other design principles that make the information clear and generally add to the aesthetic of the presentation.
• Presentation: Although this is not performance art, you will be judged on the communication skills that you have studied in this course including your consideration of audience and content.
• Content: Address all items defined in the scenario.
• Portfolio Prompt: You should consider adding this assessment to your personal ePortfolio. For more information, visit the Campus ePortfolio page.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

• Competency 1: Analyze business communication situations.
  • Create an appropriate response to the scenario based upon sound analysis.
• Competency 2: Apply fundamental principles of organizational communication.
  • Create a video that effectively addresses specified goals.
• Competency 3: Analyze the interrelationships of communication within organizational systems.
  • Explain critical communication issues and challenges faced by the team.
  • Describe an action or policy that would likely improve communications and assure people are working with a unified purpose.
• Competency 4: Analyze the application of ethical principles in organizational communication.
  • Define appropriate expectations for ethical discourse in team communications.
• Competency 5: Communicate effectively and professionally.
  • Organize content for ideas to flow logically with smooth transitions.
  • Communicating a Team Vision Scoring Guide