The Secret to Stakeholder Buy-in
Welcome back to our change management series!
Last week, I started a three-part series to guide you through the critical strategies of successful change management.
We’ve covered the foundation of change communication, and now we’re tackling what might be the most critical piece: stakeholder buy-in.
I have often seen brilliant change initiatives fail because the CEO may have approved it, but the department heads weren’t on board.
Let’s break down the stakeholder buy-in process that actually works:
First, start at the top.
You’ll need your senior stakeholder or CEO’s genuine support.
Share your vision, the expected impact, and, most importantly, the path to get there.
Next, present your change plan to your peers.
Your fellow leaders can make or break your change initiative.
Don’t just present to them – engage them.
Help them see what’s in it for them and their teams (we call this the WIIFM – What’s In It For Me).
Remember:
- Everyone sees change differently based on their role.
- The impact varies from person to person.
- Goals and objectives around the change aren’t universal.
- In any change, there are likely “winners” and “losers.”
The goal is to turn stakeholders into champions.
When they feel ownership of the change, they’ll drive it forward with their teams.
Stay tuned for the final critical change management strategy coming your way next week!
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