How can you ensure your senior stakeholder management skills are evaluated fairly?

1 Define your objectives and expectations

The first step to ensure a fair evaluation of your senior stakeholder management skills is to define your objectives and expectations clearly. What are the goals and outcomes of your project or work? What are the roles and responsibilities of each stakeholder? What are the criteria and indicators of success? How will you measure and report your progress and achievements? By setting clear and realistic expectations with your senior stakeholders, you can establish a common understanding of what you are trying to accomplish and how you will be assessed.

2 Seek regular feedback and input

The second step to ensure a fair evaluation of your senior stakeholder management skills is to seek regular feedback and input from your senior stakeholders. Don't wait until the end of the project or work to ask for their opinions and suggestions. Instead, create opportunities for ongoing dialogue and collaboration throughout the process. For example, you can schedule periodic meetings, send updates and reports, ask for advice and guidance, and solicit feedback on specific issues or deliverables. By seeking regular feedback and input, you can demonstrate your commitment and responsiveness, as well as identify and address any concerns or gaps in your performance.

3 Showcase your value and achievements

The third step to ensure a fair evaluation of your senior stakeholder management skills is to showcase your value and achievements. Don't assume that your senior stakeholders will notice and appreciate everything you do. Instead, make sure you highlight and communicate the benefits and results of your work. For example, you can use data and evidence to show how you have met or exceeded your objectives, solved problems, improved processes, or added value. You can also share testimonials, recognition, or awards from other stakeholders, clients, or partners. By showcasing your value and achievements, you can prove your impact and credibility, as well as increase your visibility and reputation.

4 Learn from feedback and evaluation

The fourth step to ensure a fair evaluation of your senior stakeholder management skills is to learn from feedback and evaluation. Don't take feedback and evaluation personally or defensively. Instead, treat them as opportunities for learning and improvement. For example, you can thank your senior stakeholders for their feedback and evaluation, ask for clarification or examples if needed, acknowledge your strengths and weaknesses, and identify action plans or goals for future development. By learning from feedback and evaluation, you can show your professionalism and growth mindset, as well as enhance your relationship and trust with your senior stakeholders.

5 Negotiate and advocate for yourself

The fifth step to ensure a fair evaluation of your senior stakeholder management skills is to negotiate and advocate for yourself. Don't accept feedback and evaluation passively or uncritically. Instead, challenge and negotiate them if you disagree or have a different perspective. For example, you can provide counter-evidence or arguments to support your point of view, propose alternative solutions or approaches, or request additional resources or support. You can also advocate for yourself by asking for recognition, rewards, or opportunities that reflect your value and achievements. By negotiating and advocating for yourself, you can assert your confidence and competence, as well as influence your senior stakeholders' perception and decision.

6 Build and maintain rapport and trust

The sixth and final step to ensure a fair evaluation of your senior stakeholder management skills is to build and maintain rapport and trust with your senior stakeholders. Don't treat feedback and evaluation as one-time events or transactions. Instead, cultivate and sustain a positive and respectful relationship with your senior stakeholders throughout and beyond your work. For example, you can show genuine interest and appreciation, express empathy and support, share common values and vision, or offer help and advice. You can also follow up and follow through on your feedback and evaluation, as well as celebrate and acknowledge your achievements together. By building and maintaining rapport and trust, you can create a lasting impression and connection, as well as foster loyalty and advocacy.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?