Leadership's Role in Communicating Radical Organizational Change
A great organizational vision requires great change. A primary role for leadership in realizing the vision is effectively communicating the change strategy to all key constituencies.
||Organizational change, Leadership and organizational change, Managing organizational change, Radical organizational change, Strategic communication, Integrated strategic communication
International Journal of Knowledge, Culture and Change Management, Volume 5, Issue 5, pp.129-138.
Article: Print (Spiral Bound).
Article: Electronic (PDF File; 1.981MB).
Robert J. Ristino, Ph.D., APR, Fellow PRSA, is an assistant professor of communications at Roger Williams University, Bristol, RI, USA. He came to academia following more than 25 years practicing organizational communications for such varied organizations as General Electric and UMass Memorial Health Care. He has successfully managed the strategic communications for numerous mergers, divestitures, downsizing, business launches, and major crises, and has the scars to prove it.
A fellow of the Public Relations Society of America, Dr. Ristino is a former president of the American Society of Health Care Marketing and Public Relations of the American Hospital Association, as well as the New England Society for Healthcare Communications. He holds a doctorate in mass communication from the University of Massachusetts and a master of science degree in public relations from Boston University.
Dr. Ristino has also served as principal, Ristino/Peters, Inc., a consulting firm specializing in strategic communications. He has authored numerous articles and is the author of the book, "The Agile Manager’s Guide to Managing Change."
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