How can you build relationships with stakeholders who don't understand your organization's culture?

These days so many organizations are doing more with less; fewer staff, less funding, inconsistent coverage. When messaging about a particular issue it is important to know your stakeholders and understand where you are most likely to make a difference. At times it may be better to prioritize your resources where the conversation is still open rather than tilting at windmills or only speaking into an echo chamber of the fully converted. Always reassess the stakeholder map and adjust your efforts accordingly.

Durch nahbare und emotionale Kommunikation zeigen wir, wer wir sind und was uns antreibt. Wir lassen immer die Menschen selbst sprechen. Wir geben Kontext und wir setzen auf Wirkungsgeschichten, authentische Eindrücke von vor Ort und eine starke Bildsprache, um sicherzustellen, dass unsere Mission verstanden wird. Letztendlich ist es unser Ziel, durch gute Kommunikation eine positive Ver?nderung für Kinder weltweit zu bewirken.

La primera vez que escuché el término "público objetivo" comprendí al instante que ese iba a ser un game changer para saber comunicar de manera eficaz. Tienes que saber muy bien a quien quieres transmitir aquello que quieres que llegue. una vez definido el grupo de interés es cuando debes empezar a elaborar el discurso, adaptándolo a las diferentes necesidades específicas del grupo.

I believe that the responsibility lays on the company to understand and get to deeply know its stakeholders. Not the other way around. Once you understand profoundly who your stakeholders are, then you can communicate who the company is. The more you understand your stakeholders, the easier you will find to communicate those things that interest each one of them. And with that, engage them with the company.

By being proactive, patient, and understanding, you can bridge the gap and foster positive relationships with stakeholders who may not initially understand your organization's culture. While this topic worthy of a much longer answer not restricted to 750 characters, the key is to provide context with empathy, fostering an environment of open dialogue while leading by example and ensuring a continuous feedback loop.

Cultural awareness is being aware that cultural differences and similarities exist, while not judging other people based on that. A non-judgmental mindset is when you observe these cultural differences without labelling them as ‘good’ or ‘bad’, or ‘right or wrong’. To understand other people's culture, it is important to be: - SELF-AWARE. Get to know your own beliefs, values and personal biases. - BE CURIOUS. LEARN ABOUT OTHER CULTURES to develop an understanding of cultural diversity or get to know someone from a different cultural background. - TRAVEL. A trip to a country you’re interested in can be the best way to open yourself up to new cultures.

Drawing on my experience in strategic communications at a global scale, I've observed that adapting to diverse cultures requires a broad perspective. Leaders should leverage technology to bridge geographical gaps. Virtual roundtable discussions, webinars, and collaborative platforms can facilitate real-time cross-cultural insights. This not only fosters understanding but also demonstrates a commitment to inclusivity in a digitally connected world.

Cultural understanding is the compass navigating the seas of collaboration. In decoding the nuances of others, we not only bridge gaps but also set sail on a journey where diverse winds propel us towards a shared horizon. Immerse yourself in stakeholders' cultural contexts, acknowledging the richness of diverse perspectives. Conduct cultural assessments to grasp their values, communication styles, and working norms. This cultural intelligence enhances empathy, laying the foundation for effective relationship-building across cultural boundaries. Recognize that this understanding is dynamic and requires continuous refinement.

Invite them in. In the PR world, they call them fam tours, desksides, product demos, what have you. But, to have stakeholders truly understand they need to see, touch, hear and "walk the halls." Whether you do that through traditional means in the shape of face time with scientists, executives or your emerging young leaders...or via brand activations that more artfully weave innovation and experience...words can only do so much. People need to feel and connect.

Communication is key! >Ask questions >Get to know your stakeholders >Research recent and relevant events >Know hot button issues >Understand the End Game

When a cultural clash occurs, facilitate a constructive dialogue between the involved parties. Encourage them to share their perspectives, identify areas of misunderstanding, and work together to find mutually acceptable solutions. Trainings on cultural sensitivity can also be beneficial.

La clave de todo es establecer una comunicación cercana, de dos vías y empática. Comunicar tu cultura y tener apertura para recibir retroalimentación, además de construir o renovar la cultura haciendo que los stekeholders puedan contribuir en esa construccion o renovación, de esa manera se sienten parte de una cocreación, esto hará una cultura colaborativa y sostenible!

This needs to be a combination of understanding where they come from in terms of goals and thought processes and communicating your strengths and skills through your actions and achievements. Just like a picture says a 1000 words so do actions. And actions aimed towards a common goal is a win-win for both. A universal language of communication in the corporate world.

Compartir los valores y objetivos que definen a nuestra organización no solo establece una base sólida para la comprensión mutua, sino que también fomenta la confianza y la colaboración. La autenticidad y la coherencia en la comunicación son fundamentales para establecer una conexión significativa, especialmente cuando se trata de aquellos que pueden no estar familiarizados con la forma en que trabajamos. Es importante adaptar el lenguaje y los mensajes según la audiencia. Personalizar la comunicación de manera que sea comprensible y relevante para las partes interesadas es clave para superar las barreras culturales y facilitar una comprensión más profunda.

Reflecting on my journey, I've learned that language plays a crucial role in conveying culture. We initiated a "Culture Lexicon" that explained key terms embodying our values. This not only facilitated better communication but also ensured that everyone, regardless of their familiarity with our culture, could grasp the nuances. It became a powerful tool in building a shared language and understanding among diverse stakeholders.

One thing I’ve found helpful when dealing with stakeholders unfamiliar with our culture is conducting empathy workshops. One time at work, we organized a session where stakeholders could role-play different scenarios, stepping into each other's shoes. This not only highlighted their concerns but also allowed us to showcase our organizational values and perspective. It turned out to be an eye-opener, fostering mutual understanding and paving the way for more effective collaboration."

Professional empathy is not just about addressing your stakeholders' concerns, but truly understanding where they are coming from. This creates a platform for open, honest, and respectful dialogue. Active listening here is crucial -- it frees you from listening to respond defensively to listening to truly understand and connect. Moreover, transparency is key. Providing clear, evidence-based responses to their assumptions not only dispels misconceptions but also builds trust. It demonstrates to stakeholders that you value their perspective and are committed to maintaining an open line of communication.

Respect and empathy are key to all communication. The best way to help someone understand your culture is to listen to what they have to say and learn - what they are worried about, what misconceptions they might have, what they want out of a workplace culture. Then educate your stakeholders and explain where you're coming from. By collaborating and learning from others you will be able to make an even stronger, more empathetic culture.

Building relationships with stakeholders who don't understand your organization's culture requires empathizing with their concerns. - Actively listen to their perspectives and acknowledge their concerns. - Seek feedback from stakeholders and use it to continuously improve your organization's culture. - Foster open and transparent communication channels. - Share success stories and testimonials from other stakeholders who have benefited from your organization's culture. - Celebrate diversity and promote inclusivity within your organization to show stakeholders the value of your culture. - Be patient and understanding, recognizing that it may take time for stakeholders to fully grasp and appreciate your organization's culture.

Sometimes concerns can be reframed if you uncover the interest behind the concern and address that. Active listening and being honest about organisational complexities or bottlenecks can also strengthen a relationship with a stakeholder.

One time at work, we encountered resistance from a stakeholder who seemed uninterested in aligning goals. To bridge this gap, we organized a workshop where both parties shared their visions and values. It was enlightening to discover the untapped potential for collaboration that arose from understanding each other's perspectives. This experience highlighted the importance of transparent communication in showcasing how our organizational culture supported shared objectives, leading to a more harmonious and productive partnership.

Aligning around shared interests and objectives is critical. In some situations, prioritizing these can help to drive concrete actions.

To truly get stakeholder buyin, it might mean realigning strategically (as much as possible) with what your primary stakeholders are asking for. Put differently, higher prioritization of objectives and concerns of your most important stakeholders can contribute to more organizational support and ultimately, success of your opportunity/project.

Alignment is the constellation where our goals and values converge. In finding common stars, we chart a course that transcends cultural differences, navigating towards a shared destiny in the boundless sky of collaboration. Identify common ground by aligning organizational goals with stakeholders' aspirations. Highlight shared values and objectives, emphasizing how your culture complements their interests. This alignment fosters a sense of mutual benefit, creating a solid platform for cooperation and minimizing cultural disparities. Regularly revisit and reinforce this alignment to adapt to changing circumstances and evolving stakeholder needs.

Aligning the Co goals to that of stakeholders may be counter to a successful business. It's better to confer the goals of the biz to the stake holders and have them understand how their contributions will help achieve those goals, and how it will benefit them. If expanding into an unfamiliar territory, then lean on the local stakeholders on how to best adjust the Co goals & tactics to meet the demands of that territory.

Para construir relacionamentos com stakeholders que n?o entendem a cultura da sua organiza??o, promova a transparência. Comunique os valores e objetivos de forma clara, adapte a linguagem para ser inclusiva e esteja aberto a ouvir. Demonstre respeito pela diversidade de perspectivas e promova experiências que possam aproximar os stakeholders da cultura organizacional. Sempre digo e vale apena ressaltar: A comunica??o eficaz é a ponte para estabelecer conex?es significativas.

Navigating relationships with stakeholders who lack an understanding of an organization’s culture requires strategic approaches for effective communication and engagement. Brands like Airbnb tackle this challenge by hosting ‘Open Homes’ events, offering immersive experiences for stakeholders to directly engage with the company’s culture of fostering belonging and cultural exchange. Similarly, Patagonia utilizes transparency campaigns, detailing eco-friendly practices and activism, to educate stakeholders about their commitment to environmental sustainability.

Publicar los logros y celebrar los éxitos de la corporación debe ser un proceso constante. De igual modo, activar los canales que nos indiquen la percepción que los colaboradores tienen sobre la gestión de los valores que definen a la empresa. Para esto la comunicación debe ser permanente y de fácil acceso para todos los grupos de interés.

Building relationships with employees is critically important. Acknowledging and rewarding employees are extremely important to encourage their loyalty to an organization. Acknowledging employees by letting them know they did a great job, responding to their questions and concerns timely, and simply saying “Thank you,” are great ways to make employees feel acknowledged and appreciated. Rewarding employees with bonuses and gifts are also great ways to encourage loyalty. A few simple ways to reward and recognize employees is a big smile, a pat on the back, or a “Thank you for your hard work.” Managers should seek to boost employees' morale by seizing the opportunity to let employees know they are contributing to the organization’s success.

To ensure sustainable relationships with the stakeholders, a consistent communication flow makes a big difference. Consistency drives trust and helps you build a positive narrative with the stakeholders. If you want your stakeholders to stay on message, they need to be sure that the information flow is not ad-hoc and you are invested in the process.

In my experience , the relationship with the stakeholders is based on honesty and transparency because the values you transmit will help them judge your organisation culture therefore, the key for a successful relationship with your stakeholders lies on your behaviour and values when interacting with others.

Actually know and understand your organization's culture. Many people assume they do both but are actually really out of touch. Savvy benefactors and/or other stakeholders figure that out quickly.

Mi consejo seria Escucha activamente y muestra empatía. Trata de comprender sus puntos de vista y preocupaciones, y comunica claramente la cultura y los valores de tu organización para construir un puente entre ambas partes. Además, busca oportunidades para la colaboración y el aprendizaje mutuo.

Like the article says, building relationship with stakeholders who do not understand your organization culture! One way to handle this is to identity ways in which you'll make your organizations culture easy to understand, In layman terms, explaining the culture of the organization to them can be a start as well as looking for ways to simplify it if they find it difficult to understand.

Organizations need to hire people who would support their vision. For example, a “HOW-Type” (engineer/designer) like Steve Wozniak can achieve innovative goals by supporting a “WHY-Type” (visionary) like Steve Jobs. Why-Types are leaders who inspire others to support their visions and How-Types are people who know HOW to achieve the leader’s vision through processes and procedures.