To engage key stakeholders who are ignoring my change initiative, I’ll identify their concerns through one-on-one conversations and clearly communicate the benefits aligned with their goals. By involving them in the planning process and sharing success stories, I’ll foster ownership and enthusiasm. Regular updates will help demonstrate progress and build support for the initiative.

Start by understanding their concerns—are they worried about risks, unclear on the benefits, or just swamped? Once you know the “why,” tailor your pitch. For example, if a manager’s worried about team workload, explain how your initiative streamlines processes and saves time. Share quick wins—like how similar changes boosted revenue by 10% in another department. Sometimes, storytelling works wonders: “Imagine if our team could cut report prep from hours to minutes and focus on strategy instead!” Also, loop them into the process. People are more likely to support what they help create, so ask for input and make them feel like co-owners of the change. It’s all about building trust and aligning your initiative with what they care about.

When key stakeholders are ignoring my change initiative, I first reach out to understand their concerns and why they’re disengaged. I then clearly explain the benefits of the change and how it aligns with their goals. I involve them in the process by asking for their input and feedback, making them feel valued and part of the solution. Sharing success stories or data that show the positive impact can also help. Regularly updating them and keeping the communication open ensures they stay informed and more likely to support the initiative.