{"id":91302,"date":"2025-11-17T09:53:10","date_gmt":"2025-11-17T08:53:10","guid":{"rendered":"https:\/\/managementberatung-coaching.de\/?p=91302"},"modified":"2026-05-31T19:59:19","modified_gmt":"2026-05-31T17:59:19","slug":"change-communication-tips-for-managers","status":"publish","type":"post","link":"https:\/\/managementberatung-coaching.de\/en\/change-kommunikationstipps-fuehrungskraefte\/","title":{"rendered":"Change - Navigating change with confidence and communication"},"content":{"rendered":"
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<\/path><\/svg><\/span>Management Summary<\/span><\/p>\n\n<\/div>\n\n

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Change triggers fear in organisations above all when the Messy Middle<\/em> - the phase between parting and a new beginning - is experienced as chaotic, uncontrollable or threatening. The type of communication is decisive for how strong this fear becomes. Because everything we focus on gains power: emphasising chaos increases chaos. Those who create orientation reduce uncertainty.

Effective change communication is based on three principles:

1. Drama out - facts in:<\/strong> <\/strong>Describe situations in a non-judgemental way, without glossing over problems or ignoring fears.
2. Clarify usefulness:<\/strong> What was useful in the past and what no longer helps today? This makes change comprehensible.
3. Strengthen solution focussing:<\/strong> Acknowledge fears, concretise them and get out of killer phrases with solution-oriented questions.

Appreciation for what has gone before and the conscious recognition of small steps forward create additional stability. In this way, teams and managers are able to constructively support change processes - and turn fear of loss into orientation, responsibility and the courage to embrace the new.
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The three phases of change<\/h2>\n\n\n\n

1. long goodbye<\/h3>\n\n\n\n

The phase in which the old is still there, but is already crumbling inside. Habits lose stability. People sense that something is coming to an end.<\/p>\n\n\n\n

2. messy middle<\/h3>\n\n\n\n

The most uncertain phase. The old no longer works, the new doesn't yet. Orientation gaps appear - and this is precisely where the fear of losing control grows.<\/p>\n\n\n\n

3. new beginning<\/h3>\n\n\n\n

New structures, roles and processes begin to take effect. The feeling of security slowly builds up again.<\/p>\n\n\n\n

Important: These phases last for different lengths of time for each person. And everyone deals with them individually.<\/strong><\/p>\n\n\n\n

Change - Why the Messy Middle generates so much fear<\/h2>\n\n\n\n

It can be observed in organisations that negative narratives spread quickly:<\/p>\n\n\n\n