How do you handle resistance and feedback from your stakeholders during a change process?

2 Change communication strategy

Change communication strategy is the plan that outlines how you will communicate with your stakeholders throughout the change process. It should include your communication objectives, messages, channels, frequency, and evaluation methods. Your change communication strategy should be aligned with your change vision, goals, and benefits, and should address the needs and concerns of your stakeholders. A good change communication strategy should also be flexible and adaptable, as you may need to adjust your communication approach based on the feedback and reactions of your stakeholders.

4 Change communication channels

Change communication channels are the means by which you deliver your change messages to your stakeholders. You should choose the most appropriate and effective channels for your change communication, depending on your communication objectives, messages, and audiences. Some of the common change communication channels are face-to-face meetings, presentations, workshops, emails, newsletters, intranet, social media, videos, podcasts, and webinars. You should use a mix of formal and informal, and one-way and two-way channels, to ensure that your change communication is comprehensive, interactive, and engaging.

5 Resistance and feedback

Resistance and feedback are the inevitable outcomes of your change communication. Resistance is the negative or hostile reaction of your stakeholders to your change initiative, which may manifest as denial, anger, anxiety, or sabotage. Feedback is the positive or constructive response of your stakeholders to your change initiative, which may manifest as acceptance, support, enthusiasm, or improvement. You should anticipate and manage both resistance and feedback, as they can provide you with valuable insights and opportunities to improve your change communication and implementation.

6 Handling resistance and feedback

Handling resistance and feedback is the skill of responding to and addressing the concerns and suggestions of your stakeholders during the change process. You should listen to and acknowledge the resistance and feedback of your stakeholders, and try to understand the underlying reasons and emotions behind them. You should also provide clear and honest explanations and justifications for your change initiative, and highlight the benefits and opportunities for your stakeholders. You should also seek and incorporate the input and involvement of your stakeholders, and show appreciation and recognition for their contributions and cooperation.