You’re managing stakeholders in a change management project. How do you keep everyone on board?

Begin by identifying all stakeholders involved in the change management project, ranging from executives to end-users. For example, in a recent software upgrade, stakeholders included department heads, IT staff, and employees who would be using the updated system.

Not all the stakeholders require the same level of involvement. Some of them just require to have the bare awareness of the change and some need all nitty gritty details. I view change management as communication management where you must keep all your communication channels active. You can keep different levels of communication where short and frequent communication to all stakeholders then detailed communication is based on their level of involvement.

"How do you keep everyone on board?" Don't set yourself a challenge this lofty, because it's almost always impossible. Understanding that different stakeholders will require different levels of intervention is a great step. Then, if you can get to a place of being comfortable with the notion that not all stakeholders want to be on board - and manage them accordingly, rather than continuously trying to convert them - you'll ultimately be a much more successful (and satisfied) change manager.

Stakeholder theory posits that organizations should consider the interests and impact of all relevant parties, as they can significantly influence or be affected by the project. By applying this theory, the project manager ensures a comprehensive understanding of stakeholders, enabling strategic alignment and effective engagement.

Communicate , Communicate and Communicate ( Do it well ) I would say to keep everyone on board in a CM project, effective comm is ALWAYS the key. We should establish a clear & transparent channels of communication, providing regular updates on project progress, goals, and any potential challenges. Another, important aspect is actively listening to stakeholders' concerns and address them promptly . We should understand that stakeholders understand the benefits of the change and how it aligns with org objectives. Last and Imp render training & support to help stakeholders adapt to the changes, that fosters a positive environment for successful project implementation & if possible have them involved in feedback and collab sessions too .

A project manager's worst moment is a stakeholder in a go/no-go meeting saying, 'I didn't know.' To avoid this, regular communication outside group updates is crucial. Meet or email stakeholders with specific change-related updates impacting them and their teams. Understand and address their concerns, identify conflicting requests, all ongoing throughout the change. Proactive engagement ensures no surprises and fosters a collaborative change environment. Remember, ensure all stakeholders are onboard with every aspect of the change, even when it may not seem directly impactful.

Establish clear and consistent communication channels to keep stakeholders informed at every stage. In a particular project, regular status updates through emails and meetings ensured that all stakeholders were aware of progress, fostering a sense of involvement and transparency.

Understand your different stakeholder groups e.g. senior leaders, end users. Each type of stakeholder will have a different need of the project as the change itself may impact them differently. You can then adapt your communication style and method so it’s more effective. One size does not fit all!

Think about what's effective in your organization and with your various stakeholders. I consider what we're currently doing against what gets responses. Is there a daily status email that never gets read or generates any questions? Get rid of it. Can you create visual management that any stakeholder can consult at any time? Do it! It will help you too. Are there small issues that can be addressed in one-off emails or IMs? I use those when I can.

In change management, communicate the vision, goals, and benefits clearly. Use diverse channels like emails, meetings, and social media. Listen actively to stakeholder feedback, responding promptly and empathetically. Regular updates and interactive platforms enhance engagement and trust.

The past 12 months in my organisations current change management programme has taught me that building rapport is the number one factor to mitigate resistance and ensures stakeholders feel valued. This ultimately enhances collaboration and increases the tendency of a successful transition and implementation. When trust and rapport has been absent it has led to increased communication breakdowns and a lack of cooperation due to a lack of morale and overall vision. This results in a higher likelihood of implementation failure and increased staff turnover which defeats the objective of trying to retain the talented workforce that you’re left with.

Building trust through asking people involved in the change about their thoughts, feelings, fears, challenges, level of understanding, remaining questions and what they’re looking forward to all helps to grow confidence that the project team/scrum team is listening and cares about the change impact on them. Make sure your stakeholders all clearly understand what is changing and why, what’s in it for me (WIIFM), why should I bother listening, understanding and being involved.

Building trust is the cornerstone of successful change management. Transparency, honesty, and respect create a foundation for open communication. I have found that acknowledging and appreciating the perspectives and challenges of stakeholders goes a long way in building a positive and collaborative atmosphere.

Em projetos de mudan?a, criar um ambiente seguro é essencial e requer uma abordagem personalizada. Para construir confian?a e relacionamentos eficazes, sugiro: - Entender a Cultura: Reconhe?a as nuances culturais e adapte sua abordagem a elas. - Ter Paciência: Construa a confian?a gradualmente, respeitando o tempo de cada um. - Praticar a Receptividade: Mostre genuíno interesse e respeito pelas perspectivas alheias, mantendo uma comunica??o aberta e empática.

To build trust in change management, be transparent and honest in all communications. Show empathy and respect for stakeholder views and contributions. Acknowledge challenges openly, fostering a collaborative, trusting environment. This approach reduces resistance and anxiety.

Clearly define expectations and potential risks associated with the change, mitigating surprises. In a recent system migration, the project team proactively communicated potential downtimes and challenges, managing expectations and minimizing disruptions, which contributed to stakeholder satisfaction.

The most important step would be to set clear, realistic goals, and communicate them transparently to stakeholders. Regularly communicating progress updates and key performance indicators will always foster an environment of transparency and trust. Establishing a continuous feedback loop with stakeholders to address concerns promptly is of great essence.

Entender que as expectativas variam é o primeiro passo. Promova diálogos constantes para alinhar essas expectativas, utilizando uma comunica??o aberta e honesta. Praticar a empatia assertiva é essencial, pois permite entender e considerar as perspectivas alheias. Identifique e mitigue riscos proativamente, mantendo as partes interessadas informadas sobre os desafios e solu??es propostas. Na SMR, aplicamos esses princípios tanto internamente quanto com nossos clientes, garantindo uma gest?o de mudan?as eficaz e transparente.

I fully agree, I would also add the following: Set clear, realistic goals and communicate them to stakeholders. Regularly monitor and report progress. Proactively identify and mitigate risks, keeping stakeholders informed about potential issues and resolution plans. This approach manages expectations and maintains trust.

Transparency extends beyond the positives – openly communicating about potential risks, promptly reporting any issues, and providing regular updates on progress are key. This not only builds trust but also empowers stakeholders to actively contribute to overcoming challenges. In my experience, an open and honest approach in managing stakeholders fosters a culture of accountability, where everyone feels informed and engaged.

Offer support and training to stakeholders affected by the change, ensuring a smooth transition. In a technology upgrade, a comprehensive training program was implemented, providing users with the necessary skills to adapt to the new system, fostering a positive attitude towards the change among stakeholders.

Usuários-chave em projetos de mudan?a, especialmente os menos experientes, enfrentam um novo conjunto de desafios e rotinas. é crucial oferecer suporte e treinamento focados n?o apenas nas habilidades técnicas, mas também em gerenciamento de tempo e adapta??o ao estresse. Este suporte deve ser personalizado e ajustável, assegurando que cada um esteja preparado para contribuir efetivamente para o sucesso do projeto.

From personal experience I would add that it's always appreciated when tailored support and training to stakeholders in change management gets offered. Understand their challenges, provide necessary tools and resources, and conduct targeted training and coaching sessions. This approach helps stakeholders overcome fears, build required skills, and embrace change effectively.

In my experience one of the most important change related strategies is providing support through Learning interventions. Planning for training and change adoption workshops after carefully doing the Gap analysis and competency mapping is very crucial. Clearly defined training objectives and metrics to measure its impact help to provide the effective support during change process. Engaging leadership through coaching really helps to keep the change process afloat and training provided to employees based on gap analysis helps to embed the change in business and improves its adoption.

Resistance to change is common, as it disrupts the familiar and comfortable. Yet, successful development often hinges on the ability to embrace change, be flexible, and adapt quickly.

It’s vital to remember how our brains react to change and to accept that we all respond differently depending on our ‘map of the world’. For any change initiative to be a success we must understand what the human brain needs at each stage, be able to recognise it, respond appropriately (and with emotional intelligence) and provide the necessary information. If we do this we can keep performance and fulfilment high throughout the process and expedite change initiatives quickly, effectively and with less stress!

To be truly human-centric and engage stakeholders effectively, design for change and engagement with the brain in mind, considering the following points of how our brains are wired: - We have a need for social acceptance - We've a drive to receive equitable and fair treatment - We've a need for certainty and elimination of ambiguity - We've a drive to be in control / be free of constraints Anything on top of this to help keep stakeholders on board is great (if it doesn’t increase workplace distraction or create threat states), though the above are the fundamentals.

Realise it isn't a one time effort. Your "impacted" stakeholders and their "engagement" isn't fixed. It ebbs and flows with the progress of the project and the understanding (and resulting support or resistance) that people take when you meet them where they are. Seriously one of the worst AI question with absolute BS answers is this because it fails to actually stop and ask what engagement needs to be for a successful change initiative. Utter horse fodder

Managing stakeholders in change is like conducting an orchestra—communication is your baton. Keep them on board by involving key players early, addressing concerns transparently, and showcasing benefits. For example, if implementing new software, demonstrate how it streamlines tasks. Listen actively, making them feel heard. Regular updates are your symphony, ensuring everyone is in tune with the project's progress. Acknowledge and celebrate milestones together, fostering a sense of shared achievement. It's not just about steering the ship; it's about creating a harmonious melody where every stakeholder feels their role in the change is not just valued but essential.

In addition to the above points, there are other factors to consider when managing stakeholders in a change management project. Regularly monitoring stakeholder engagement levels and adjusting your approach based on feedback can help you stay aligned with your stakeholders. Being open to feedback, even if it's critical, demonstrates your willingness to listen and improve. Finally, acknowledging the efforts and contributions of stakeholders throughout the project can foster a sense of recognition and ownership, promoting positive engagement and support for the project.