Accountability and collaboration are key to building back stakeholder trust after past change efforts. First, acknowledge the difficulties of the past and how those were teachable moments. Clearly articulate the rationale for and benefits from the initiative at hand, supported by data and evidence to support the approach. Engage the stakeholders in the process by soliciting their input and listen to and respond to concerns transparently. Demonstrate consistent progress through small, measurable wins to rebuild confidence over time. Building trust through open communication and delivering results will rebuild the base for future collaboration.

A few things I’ve learnt during such change processes, in particular when it comes to change fatigue and change resistance: 1. They don’t understand it. Confused employees cannot buy in and to avoid appearing incompetent seeking clarification, they resist. 2. They feel threatened. Is the future of the current role in doubt or unclear? 3. They know their team is affected and they may need to deliver bad news. It’s easier for a leader who avoids conflict to appear to oppose the change to distance themselves from the impact. Be sure to share what you can, explain the reason for the change, describe the future state, communicate in multiple ways in language that is both authentic to you but understandable to those hearing it.

• Own Past Mistakes: Be upfront about what went wrong and how those lessons are shaping the new approach. • Be Transparent: Share the plan, why it’s different this time, and what everyone can expect moving forward. • Bring Stakeholders In Early: Make them part of the process from the start to build trust and ownership. • Set Realistic Expectations: Acknowledge that change is complex, and have backup plans ready for bumps in the road. • Focus on Quick Wins: Show progress quickly with small, tangible results to rebuild confidence. • Lead with Empathy: Listen to concerns and engage on a personal level to show genuine care. • Stay Open to Feedback: Create space for input, adapt as needed, and prove that their voices matter.

Change is never smooth or easy , it has its own unique journey. Which provides us the opportunity to learn what went well and what could be better. Always be ready with your past learnings to show commitment to continuous improvement and open to feedback and adapt. Stakeholders always build trust with people who are honest about past mistakes, current challenges and commitment to succeed together.

Proactively acknowledging earlier wrongs and showing examples of this lesson is vital to the process of rebuilding stakeholder trust and, through this, credibility. Nonetheless, measurement alone is not always successful; reliance is founded on emotional issues and interpersonal relationships. Or, for instance, when Satya Nadella took the helm as CEO of Microsoft, he publicly acknowledged previous errors and emphasized teamwork and innovation, regenerating trust, and changing the culture and performance of the company.