Your non-profit is undergoing organizational change. How can you keep stakeholders informed and engaged?

I think the most important element during any transition is transparency - for the staff, for the community served, funders, and other stakeholders. Especially if these individuals are supposed to be participants in the process and have a stake in it. When stakeholders (including staff and participants...and funders) are left in the dark, they often assume the worst. By communicating clearly and frequently, with clear goals, timelines, milestones, and processes, an organization will not only put stakeholders at ease, but can also harness their skills and abilities as part of the change.

I believe transparency and two-way communication are key. A nonprofit can transform organizational change from a potentially isolating experience into a collaborative journey. This approach fosters trust, ownership, and ultimately, stronger relationships with stakeholders who are genuinely invested in the organization's mission and its success.

With showing the strong leadership skills, to keep them regular updates in any changes, listen their feedback and involve them in process and engaged in any changes even after.

First and foremost, people respond to people they know. As the landscape of an organization changes, it is crucial to reach out to key stakeholders to provide clarity and offer perspective related to the changes. Regular communication and updates, in addition to the opportunity to share feedback, concerns and to ask questions is critical to maintaining trust and continued partnership. Often times, volunteer leaders themselves have likely navigated organizational change within their own companies and can provide key insight into the change process, in addition to some solutions that can benefit other leadership volunteers and staff.

Developing a clear communication plan and sharing information as soon as decisions are made to prevent misinformation and reduce uncertainty.

Recognize that different stakeholder groups may have varying levels of interest and involvement in the organizational change. Tailor your messages to address their specific concerns, motivations, and needs. This will help ensure that the information resonates with each group and fosters their understanding and support.

Friday, August 16, 2024 From: Dr. Richard Francis Viktor Hogan Re: Strategies to keep Stakeholders Informed 🆘 Keeping stakeholders informed and engaged during organizational changes is crucial for maintaining trust and support. ▶️ By implementing the following strategies, you can ensure that your stakeholders remain informed, engaged, and supportive throughout the organizational changes. 🚩 Please refer to my “Post” for the narrative on each strategy. ✔️ Here are some effective strategies: — Regular Updates: — Personal Meetings: — Interactive Communication: — Stakeholder Analysis: — Targeted Experiences: — Transparency: — Feedback Mechanisms: -30-

El reconocimiento es uno de los pilares clave en todo proceso de gestión del cambio, ya que ayuda a reforzar los comportamientos que deseamos ver en las personas a raíz del cambio que se está llevando a cabo. Es importante reconocer tanto los pequeños logros y avances así como los principales milestones durante el proceso de cambio, ya que eso ayuda a mantener la motivación en los involucrados y envía un mensaje positivo a los que aún no están convencidos del cambio. El reconocimiento oportuno y enfocado en lo relevante, ayuda también a generar compromiso en las personas que están atravesando el cambio porque se dan cuenta que la organización valora y aprecia los esfuerzos que están haciendo para adaptarse al cambio.