How do you acknowledge and appreciate the contributions and feedback of your stakeholders?

Avoid taking credit for work done by staff. Always give the staff credit for achievements. Do it by naming individuals in public, not just in private on on one meetings.

Creating a safe and supportive space for stakeholders is essential for successful collaboration. When individuals feel valued, heard, and understood, they are more likely to engage positively in discussions, contributing valuable insights that can lead to innovative solutions. Ultimately, by incorporating active listening, empathy, and validation into your stakeholder management approach, you can establish strong relationships with your stakeholders. This not only promotes harmonious teamwork but also ensures that the community collectively works towards common goals in a collaborative manner.

Your stakeholders are everyone who have contributed to making your business a success. So ignore this TEAM at your peril. Staff should be rewarded through acknowledgement of their dedication, passion and diligence - give them a reward, praise or a raise. Funders / investors must be acknowledged for their faith in your work and willingness to stay the course, no matter how bumpy the ride. Always keep the channels of communication open with all of your stakeholders, let them know of your successes and what part they played in this; if there are failures, share the pain and learning from such experiences. Your stakeholders are not just sitting on the sidelines, they'll appreciate being asked for their insights and wisdom.

Start with making the way they make their contribution interesting and informative (bring people together to share from the start even those with different agendas). Have quick wins which they decide what, how etc that will be felt by themselves and others. Then, through the longer processes and milestones, communicate in a variety of ways bringing stakeholders together to reflect, share learn and review progress. And be the measure of what worked, what could have been better and what difference they made.

In my experience the best way to value your collaborative partner is to deliver on your commitments, ensure credit is given to all parties for the achievement of the objective. In addition throughout the collaboration be honest and open - with what you are doing, and what you can deliver.

To take a step back, this article presents an opportunity to look at the the term ‘stakeholders.’ While the term is commonly used in community engagement, it originates with a focus on those who have a stake, i.e., owners of either land or business. Stakeholders can of course be inclusive of community groups and others, but the concept of a holding can-even if subconsciously-deter renters and unhoused community members from participating when their voices are critical to hear. And for Indigenous communities the term has even more of a stigma with a history routed in colonialism. This UT School of Public Health post gives great alternatives: sph.uth.edu/research/centers/dell/blog/posting.htm?id=reflecting-on-our-language-stakeholder

Working in community development is inherently a team effort, requiring the inputs and contributions of all members to be valued and considered. Fostering an environment that encourages both positive feedback and constructive criticism is essential for continuous improvement and success. By promoting open communication and mutual respect, team members can share their insights and suggestions freely, enhancing the overall effectiveness of the work. This collaborative approach not only strengthens the team's cohesion but also ensures that diverse perspectives are integrated into the community development initiatives, leading to more comprehensive and impactful outcomes.

When I was employed in marketing for a residential care facility, I would always put together an Easter / Spring basket for external organisations that I had engaged with. It worked two fold as even though it was a fun thanks for your support gift, I would also put in branded items that they might use, which meant the home was always front & centre when they were looking for somewhere like us. ??

Leaders should encourage open dialogue among teams and stakeholders to foster understanding, trust, and collaboration. This includes creating a safe environment where individuals feel comfortable expressing their concerns without fear of retribution. Strong leadership qualities are vital for addressing and resolving conflicts between teams and stakeholders within an organization. Active listening, effective communication, empathy, creative thinking, proactive approaches, open dialogue - all these factors contribute to fostering a harmonious work environment where conflicts are resolved promptly for continued growth and success.

Moreover, encouraging a progressive mindset is fundamental in today's rapidly changing landscape. Proactively seeking out new technologies, trends, and best practices ensures that our stakeholders remain adaptable and capable of thriving amidst uncertainty. Embracing change rather than resisting it allows us to stay relevant while continually improving processes. by incorporating these principles into our overarching strategy, we can foster an environment where knowledge acquisition flourishes. As stakeholders embrace innovation, enjoy support from their peers and mentors, and maintain a progressive mindset towards growth; they will be equipped to tackle challenges head-on while achieving sustained personal and professional development.

Many communities are not used to being listened to, and they are not used to their opinions being followed up on. In community development work, I have found it critical to tailor strategies to the direct feedback elicited through community engagement. As important is reporting back - taking the time to share back with folks engaged how their ideas and input contributed to actual action that happened. This can be a obvious as sharing that a particular investment will be made (i.e. their neighborhood park will finally be renovated) or as simple as a process being changed (i.e. meetings being held at a more inclusive time as a result of feedback). Closing the loop builds trust and lays the groundwork for even deeper engagement in the future.