Open communication and transparency have been key in gaining stakeholder support. By clearly explaining the benefits of changes and aligning them with stakeholders' goals, resistance can be minimized. Involving stakeholders early in the process ensures their concerns are heard and addressed. Offering training and ongoing support helps them feel more confident and demonstrates commitment to their success. These strategies build trust and collaboration, making stakeholders more willing to embrace the changes and support the transition process.

To begin, I would listen to their concerns and make sure to clearly explain the benefits of the change. I would involve stakeholders in the process from the start; for example, I would ask them to share their suggestions or identify what takes the most time in their area of work to see if it can be automated. Their participation can transform resistance into support. Additionally, I would use concrete examples that demonstrate the success of similar changes. I would create a sense of urgency, highlighting the need to adapt. In the end, I know that empathy and effective communication will be key to gaining their trust and collaboration.

Be Patient and Persistent: Change takes time, and resistance won’t disappear overnight. Stay patient and persistent, continuously communicating and demonstrating the benefits of the changes.

Apart from open communication, training, support and stakeholders involvement. It is also equally important that we build strong relationships with our stakeholders before suggesting them for process change by showcasing them the success stories/studies/project where similar changes have yielded positive results. Throughout the process change be transparent with the stakeholder, on continuous basis seek their feedback which makes them feel valued and ensure that their concerns are addressed.