To ensure stakeholders' voices are heard in a culture change initiative, I would establish open channels for feedback through surveys, focus groups, and regular meetings. Engaging stakeholders early and actively listening to their concerns fosters inclusion. Transparent communication about the changes and their roles will be emphasized, ensuring their input is integrated into decision-making. Additionally, I would create opportunities for continuous dialogue, allowing stakeholders to feel valued and empowered throughout the process.

First, hold inclusive workshops and feedback sessions. Encourage open dialogue and actively listen to their concerns and suggestions. This fosters a sense of belonging and involvement. 🌟 Second, provide regular updates and transparent communication. Share progress and how their input influences decisions. This builds trust and ensures they feel valued and integral to the initiative’s success. 🤝📣

In addition to what is already recommended, be sure to communicate back, widely, to stakeholders how you’re accounting for their needs. Gathering diverse perspectives is crucial, and ensuring folks understand how the project did that and what the stakeholder input means for the project, ensures those efforts are recognized and understood.

Give people an opportunity to provide input in groups and individually. Ask them about their values: who and what they value. Ask them about how they would describe your work culture - what they like and what they would want to change. Next, bring everyone together and report back to them what you have heard them say. They will appreciate being given the opportunity to contribute to the conversations.

Stakeholders cannot be left out because without them things will turn loose across the whole organization. So, if this feeling is going in the air, then several routes can be taken: - Always refer to the big picture and what’s in it for them in terms of ROI to be part of culture change. - Always have 1:1 chats with them as much as their time permits. Use even coffee time or brief encounters to talk about the change and its benefits. - Show them evidence of work, tasks or projects being led properly during times of change and how culture change is making things smoother.

É extremamente importante mapear todos os steakholders e abrir para escuta ou comunicação direta. A melhor maneira de fazer uma mudança é trazendo os principais players para o jogo. Claro que no dia a dia nem sempre é tão fácil identificar, por isso ter um time bem ativo e escutar as pontas é fundamental. A partir daí trazer fóruns e formas de fazer com que a comunicação flua, sempre nos dois sentidos.

In a change process there’s always going to be uncertainty and pain, so let’s start by acknowledging that. Clear communication and including stakeholders in decision making regarding aspects that would have an impact on them is basic but not always done properly. Asking for feedback and addressing individual concerns is important too, because everyone has a different perspective and fears towards the process. But in my opinion if you want to really change, you must be willing to let some people go, specially leaders. If fact cultural change depends 90% on leaders, so if they aren’t aligned you better ask them to go.

Mais do que escutar o que os stakeholders têm a dizer é necessário que eles sejam preparados para escutar o que é importante no processo de mudança de cultura. Quando o processo escuta ativa em todos os sentidos acontece, a comunicação flui e o resultado aparece aos poucos. A única resposta que garante que alguém foi ouvido é o questionamento e no como aquilo foi absorvido no processo.

In my experience, it's key to establish structured channels for engagement. Use surveys, focus groups, and one-on-one interviews to gather insights and concerns. Create regular touch-points like workshops or town halls to foster open dialogue and build trust. Involve key stakeholders as champions in co-creating the change strategy, ensuring their perspectives shape decisions. Maintain transparent communication about progress and feedback incorporation to validate their contributions. This collaborative approach helps making sure that all stakeholders inputs are taken into account and enhances their contribution to the initiative’s success.