You're working with a difficult stakeholder. How can you adapt your communication style to make it work?

Working with difficult stakeholders is particularly challenging, but adaptive communication is key: Listen Actively - Before pushing your agenda, genuinely listen to their concerns and viewpoints. Understanding their perspective is the first step toward finding common ground. Adjust Your Communication Style - Not everyone responds well to the same communication style. Some prefer directness, while others appreciate a more diplomatic approach. Tailor your style accordingly. Focus on Solutions, Not Problems - Shift the conversation from issues to solutions. When proposing alternatives, frame them in a way that aligns with their goals/interests. We can all transform potentially adversarial relationships into collaborative partnerships.

Most senior stakeholders prefer to get a 'big picture' view of the issue or situation and move quickly towards next steps / resolution. Be sure to present your point clearly and concisely. Pause to see if they ask for more details and be ready with data and analysis to support what you are communicating. In written communication, this can be adapted by starting with an overview and then a breakdown.

The first and the foremost important mantra is to work on your patience. You may need more patience than usual. Then active listening plays a vital role. Try to understand your stakeholder’s perspective and expectation in every opportunity you get and adapt your communication accordingly. Be assertive and use simple and clear language. Ask for feedback and never repeat the same mistakes. Finally, Always be professional!

I find the DISC types useful to think through communication styles, your own and theirs. D = Dominant -> Tend to be short and sharp, directive and abrupt. Best to talk about 'getting things done' because they like results not fluff and analysis. I = Influencing -> Like to hold the mic and talk a lot. Best to focus on the big picture and not burden them with the responsibility for seeing it through. S = Steady -> One team, one dream types who like to nullify risk, particularly to team harmony. Take it slowly and take them though your plan. C = Conscientious -> Can dismiss you if they think you are superficial, so be thorough and give them time to think. Seek their expertise eg "I'f value your thoughts".

When working with a challenging stakeholder keep note of the below : ? Adapt your communication by understanding their perspective ? Practice active listening ? Tailored approach to their preferences ? Emphasize solutions ? Build rapport ? Foster a positive working relationship ? Provide regular updates, seek feedback, and involve them in decision-making to increase their engagement If difficulties persist, be prepared to escalate appropriately while maintaining patience and persistence.

The first step with a difficult stakeholder is to understand what is behind their "difficult stance" and then develop trust based on your understanding. Showing that you respect their position is critical to developing their trust. This involves listening to them on their terms (not yours) and respecting their agenda. Take the time to truly understand their concerns and objections before attempting to put your agenda forward.

We should not simply choose the right channel or frequency of communication; instead, we must be flexible and offer options based on the preferences of our stakeholders. After the initial month or so, it's important to reflect and gather their feedback on whether the communication channels and frequency used during this period were effective or if any adjustments are necessary. Utilizing your networking skills, reach out to influencers who may have an impact on your challenging stakeholder to gain insights from their perspective.

Creating a project which is agile in nature rather then more predictive - therefore keeping and reevaluating or reinforcing the perception of the stakeholders

What i think helps in communicating with challenging stakeholders is -Understanding whats the challenge in the first place, is it their communication method whether direct or indirect, is it speed maybe too fast or not responsive -Analyzing the objective of the project you are working on and agree with the stakeholder on the expected result -I like using the backwards timeline, we agree on the expected date and then work backwards to date -Divide the project into multiple milestones and keep updating them on the progress, you will both feel the sense of achievment -Agree on the preferred method of communication as well as the frequency and always share updates along the way which keeps them involved and gives credibility

Em qualquer situa??o a escuta ativa é importante, pois ela é essencial para fluidez e clareza na comunica??o. Ela é importantíssima, pois demonstra empatia interesse genuíno. Ou seja, sem ela n?o é possível resolver as dificuldades junto a parte interessada.

Tonality and the usage of appropriate words are very important in building rapport, more so when the other person is not quite aligned to you. To start with, use an 'empathetic tone' - to demonstrate that you understand his/her point of view. Use a 'concerned tone' and use words which will show that you care for them and their situation. When you have build rapport, use a gentle 'challenging tone' to inspire the person to be open to different point of view which might resolve the situation.

When working with a difficult stakeholder, it's important to adapt your communication style by being patient, active listening, and showing empathy.Stay calm respectful and professional, follow up with written communication for clarity. Clearly articulate your message, address their concerns, and find common ground. Open and honest communication, while remaining professional, can help build trust and make the collaboration more effective.

I have great experiences from the past working with challenging stakeholders. I have always managed to strike their frequency by the below approach - 1. Listen to what they say, how they say 2. Put yourself in their shoes when they sound harsh or rude to understand what triggered them 3. Be very empathetic and sound genuine asking what their requirement is. How can you fulfill that. 4. Assure you are going to work on their request and give a rough timeline when you can come back. 5. Finally, provide updates from time to time on fulfilling the request. And thats how you win their TRUST!

Nonsense. Your employer employs you for a reason, why should you change whilst temporarily working with a stakeholder. Perhaps they are the one who needs to change

I recommend adopting a Feed-Forward approach to feedback. In this, inquire about two areas in which they anticipate improvement over the next 1 to 2 months, focusing on addressing those areas and demonstrate progress. By embracing a new approach such as Feed-Forward instead of traditional feedback, it provides a fresh perspective and highlights your unique personality. This isn't just a different viewpoint; it's impactful and adds value.

This article focuses on how you are communicating a project. More importantly, if you are working with someone difficult then provide feedback to them about how you are experiencing the relationship. Direct, honest communication can help ease these situations. If the person is "difficult" because of their behaviour then often just being challenged on it can cause them to ease off. If they are "difficult" because of their seniority or high demands then discussing their expectations will bring better unity or understanding of expectations. Direct conversation does not mean be nasty. Frame it positively. It is an attempt at relationship and performance growth. Look for posts and videos about "radical honesty" in the workplace for more

Lembre, neste processo e em todos, a escuta ativa é sempre importante, pois no processo de feedback, é super importante a clareza no que está sendo passado pelas partes. Transparência é muito importante, e manter o stakeholder informado sobre tudo inerente a atividade, deixando claro os desafios e mudan?as que possam acontecer no projeto. Comunicar claramente os objetivos, prazos e responsabilidade para evitar problemas com mal entendidos. Outra dica, no Feedback e acompanhamento, é extremamente importante que n?o se use jarg?es e linguagem técnica desnecessária, para que a mensagem seja transmitida de forma clara e sem ruído.

Adapting communication does NOT mean compromising your values, integrity, and boundaries. YES to adjusting your communication style to effectively engage with difficult stakeholders, but you can still assertively communicate your perspective, set boundaries, and uphold ethical standards while adapting your approach to meet the stakeholder's needs or preferences. It's about finding a balance between accommodating their concerns or preferences and staying true to yourself and your principles.

From my experiences, strongly recommend self reflection in-addition to gathering inputs from external sources to learn and improve. Reflection is essential for learning and improvement. Please conduct the following checks: Is subjectivity dominating over objectivity? Am I being judgmental? While communicating, am I operating in my natural state where my intellect prevails over emotions? Am I responding thoughtfully or reacting impulsively? By performing these checks, you can bring about a significant change in your communication style, adding value for both your customers and yourself.

Dealing with difficult stakeholders involves understanding their concerns and motivations. Adapting your communication style is key—listen actively, empathize with their perspective, and tailor your message to address their specific needs and worries. Establishing clear, open channels of communication and building trust can significantly ease tensions and foster a more collaborative relationship. Working within a varied industry and environment has honed my resilience and adaptability, especially when navigating changes and interacting with stakeholders. Employing these key elements has proven to be highly effective.

Establish a personal connection with each stakeholder, including them in decision-making processes from the start, fostering strong rapport, delivering tangible results, building high levels of trust, maintaining integrity, ensure transparency in actions, and foster open communication channels. It has been beneficial to tailor your approach to each stakeholder's unique style and preferences in addressing their needs effectively. Moreover, by consistently delivering results, keeping stakeholders well-informed, and partnering with them throughout the journey, they are likely to transition into enthusiastic ambassadors for the project or initiative, further strengthening relationships and driving success.

When working with a difficult stakeholder, it is important to adapt your communication style to effectively navigate the situation. First, it is crucial to remain calm and composed, even when faced with challenging behavior. This can help diffuse tension and create a more conducive environment for constructive communication. Additionally, it is important to actively listen and try to understand the stakeholder's perspective. This can help you tailor your communication to address their concerns and find common ground. It may also be helpful to use a more collaborative and problem-solving approach rather than being confrontational. This can create a sense of partnership and cooperation, making the stakeholder feel heard and valued.

Why should you change what you do best. If stakeholders are difficult continue with your tried and tested approach. If you changed your style for every stakeholder you would rapidly lose sight of who you actually are !

There is no one-size-fits-all solution that applies universally or in every situation. Instead, focus on what works best for your customer in a specific scenario. Understanding this and adapting accordingly is the key to success. Review and take inputs from your peers, don't hesitate to engage a coach or mentor if that helps you to evolve. Many reflect on their vast experiences and ignore this important aspect of engaging Coach etc. Keep 'ego' aside and purely work on the objectives.