You're spearheading a culture change initiative. How do you engage resistant stakeholders?
To engage resistant stakeholders in your culture change initiative, you need a blend of empathy, clear communication, and strategic involvement. Here are three effective strategies:
How do you engage resistant stakeholders in your initiatives? Share your strategies.
You're spearheading a culture change initiative. How do you engage resistant stakeholders?
To engage resistant stakeholders in your culture change initiative, you need a blend of empathy, clear communication, and strategic involvement. Here are three effective strategies:
How do you engage resistant stakeholders in your initiatives? Share your strategies.
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So, already defining them as resistant is an interpretation. I would suggest a more curious and open approach, where securing many and diverse perspectives is secured early on when defining strengths and challenges. Rather design a process that enables emergence and that sticks, than thinking linear and planned.
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Engaging resistant stakeholders during a cultural change initiative requires empathy, clear communication, and collaboration. Resistance often stems from fear, mistrust, or past experiences, so understanding their concerns is crucial. Open, transparent dialogue helps build trust, while involving stakeholders early ensures they feel heard and invested in the process. Addressing both practical and emotional concerns, such as uncertainty or fear of loss, creates a supportive environment for change. Demonstrating early wins through small pilots can build confidence, while celebrating successes and reinforcing shared values fosters ongoing support. By prioritizing inclusion and trust, resistance can be transformed into meaningful engagement.
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Engage resistant stakeholders through transparent communication, empathy, and active listening. Highlight the benefits of change, involve them in the process, and demonstrate small wins to build trust and buy-in. 🌟🤝 How do you usually navigate change in your work environment?
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Roberto Di Bernardini
Former CHRO Danone, Banco Santander, Global Consumer Johnson & Johnson
(edited)The engagement of resistant stakeholders is much more successful if the cultural change comes from a bottom-up exercise. This last should be as deep and spread as possible, so that the elements of the renewed culture, are the results of feedbacks received from the employees. With this ingredient, the resistants will have much less arguments to justify their position.
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One of the most useful tools I use is to talk in the language they use. For example, stakeholders who are very decision oriented - present top 3 things they need to make the decision. For leaders who are people oriented - present benefits for their teams. Listening to the individuals needs and using their language to communicate is one of ways to influence outcomes.
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Listen very carefully to why they are resistant as this will uncover vital insights that will inform the change approach. Ignore at your peril. If there is to be a change that sticks why not consider how they may be able to contribute towards or even lead it? Be open to approaching the change on their terms, perhaps the solution can be delivered in a different way to achieve the desired outcome or solve the defined problem.
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Go where the warmth is first. As you start to deliver results there, you’ll build your credibility and create momentum for change. Show your authority rather than telling people about it. Keep calm, not combative.
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Engaging resistant stakeholders requires empathy, communication and collaboration. Start by listening to their concerns to understand their reservations and the root causes of resistance. Align the culture change with their priorities, showing how it benefits them and the organization. Share compelling evidence such as data or success stories, to build confidence in the initiative. Involve them by seeking their input and incorporating their ideas, fostering ownership. Regularly update them on progress, celebrate small wins and acknowledge their contributions to build trust and support.
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Engaging resistant stakeholders starts with understanding their concerns by actively listening and building trust through open communication. I involve them early, showing how the initiative aligns with their goals and the bigger picture. Finding common ground is key---I focus on shared objectives and adapt where possible to address their concerns. I also rely on strong relationships, sometimes leveraging trusted influencers to help bridge gaps. Clear updates and small wins help demonstrate value and build confidence over time. Ultimately, it’s about showing respect, staying flexible, and working together to turn resistance into collaboration.
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Seek someone trustful from the team who you know might be able to influence others in a positive way. This way the message might better reach employees when its coming from someone ”part of them”.
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