Mastering Change: Culturally Sensitive Communication Strategies for Organizational Transformation
Recently, I came across an interesting research paper that not only reviewed multiple studies on the influence of communication in organizational change but also proposed a framework for implementing these changes in multicultural environments to raise the chances of success.
As companies become more diverse, understanding how culture shapes communication is essential for achieving successful change initiatives. Research on the role of communication in change efforts has developed in a fragmented way across loosely connected perspectives. Even to this day, little is known about why communication breakdowns occur or how cultural values among employees —known as change recipients— influence the success of these initiatives.
With this article, I will summarize the four key purposes of communication outlined in the paper and explore how to properly align them with cultural values to increase engagement and readiness for change. I’ll also provide the practical insights for leaders —known as change agents— on adapting communication strategies to minimize breakdowns and increase initiative success.
It’s important first, to understand the key cultural dimensions that the paper identified from Hofstede’s dimensions. These dimensions will influence the effectiveness of our communication strategies if we are unprepared to adapt to them during a change initiative.
