C3 policy and approach is most suitable. The Compassion, communication and clarity approach makes it transparent, open and above all endearing leading people to accept and embrace the change in the individual and organisational interests . Clarity about changes, particularly vision, its impact and outcomes need to be disclosed in open and endearing manner making it their own policy . Let the proposed changes speak to the stakeholders and stakeholders will change themselves ??

To ease stakeholder anxiety during unexpected challenges, I prioritize transparency, active listening, and shared progress. I communicate openly about the challenges, impacts, and planned actions, providing clear updates to assure stakeholders of a structured approach. I listen to their concerns, building trust by acknowledging their input. Sharing short-term wins maintains confidence, and involving them in key decisions fosters ownership and alignment. By focusing on shared goals and keeping communication open, I work to sustain trust, resilience, and alignment through the change proces

Here are 3 steps one could take: 1. Proactively analyse and communicate - Prepare an analysis of the challenges, potential impact in the change journey and probable course of actions. Proactively communicate to keep stakeholders up to speed on the change and challenges. 2. Co-create solutions - Seek input from stakeholders, understand topmost concerns, what is important for them to know, and discuss approach - what could potentially be good friction and bad friction within the context of change. Utilize pre-mortem method to brainstorm. Refine approach based on inputs. 3. Share progress - Continue to share regular updates with the stakeholders so that they are aware, can also help/communicate when needed.

1 . Manage Risks Transparently * Identify and Address Concerns Early: Be upfront about potential challenges, and explain how the transition team is preparing to address them. * Build in Flexibility: Outline how the transition plan allows for adjustments based on stakeholder feedback, which shows you’re committed to making the transition as smooth as possible. 2. Seek and Act on Feedback Throughout * Continuous Feedback Loop: Create multiple feedback channels, such as surveys or open forums, for stakeholders to voice concerns as they arise. * Respond to Feedback Quickly: When concerns come up, address them promptly. Even if there isn’t an immediate solution, acknowledging issues shows stakeholders that their experience matters.

Always share the facts that can be shared. In the absence of facts, people are very good at picking up vibes and creating scenarios to fill in gaps. My advice to my teams when we were experiencing this was to only spend time processing facts not fears. It takes discipline but allows for better outcomes, both professionally as well as personal balance.