You're facing resistance from a key stakeholder on program modifications. How will you win their support?

Hear them out patiently and get the details. See where the concerns lie and accordingly then try to navigate through the bottleneck and find solutions that may help the stakeholder to get on board. This is typically important in situations where you want them to be on board no matter what. However, in situations where you have to make a hard decision to NOT agree with them, even in those situations listening and acknowledging their concerns go a long way.

"Warning: your program's success is at risk of being hijacked by a single resistant stakeholder! As a program manager, I've seen it happen. But don't worry, I've got your back. Here are 5 actionable tips to win their support: 1. Listen actively: Understand their concerns and validate their feelings. 2. Address their pain points: Show how the modifications will benefit them directly. 3. Offer alternatives: Provide options that cater to their needs while aligning with program goals. 4. Share success stories: Showcase similar modifications that succeeded in other programs. 5. Collaborate on solutions: Involve them in the decision-making process to build ownership. Remember, it's about finding a mutually beneficial solution.

As a Program Manager, I encountered a situation where there was significant disagreement regarding schedule modifications within my project. The program and project dates were not aligning, leading to concerns from key stakeholders. To address this, I diligently listened to their concerns and understood the underlying reasons for their resistance. We then sought common ground by identifying mutual objectives and aligning our goals to ensure both parties were working towards a unified vision. Through transparent communication and a collaborative approach, we were able to reconcile the schedule discrepancies and move forward with a cohesive and agreed-upon plan.

To win support from a key stakeholder resisting program modifications, I start by understanding their concerns through active listening and open dialogue. I clearly articulate the reasons for the changes, aligning them with the stakeholder's interests and strategic goals, backed by solid data. Involving the stakeholder in decision-making gives them a sense of ownership. I offer to pilot the modifications on a smaller scale to demonstrate effectiveness and mitigate risks. Maintaining open communication and providing continuous updates ensure they feel informed and involved. This approach addresses their concerns and builds support for the program modifications.

Resistance to change often occurs when existing company culture and norms are deeply rooted in an organization, which hinders the acceptance of new ways of doing things, such as new processes, leadership, team structure, or technology.

70% of change programs fail because of employee resistance. Common sources of resistance are fear, misunderstanding and expectations. Strategies for overcoming resistance include education, training, listening, timing and rewards.

Show genuine empathy towards the stakeholder's position. Acknowledge their concerns and demonstrate that you understand their point of view. This helps in building rapport and trust.

Listen actively to their perspective and acknowledge the value they place on current practices. Demonstrate how proposed modifications align with broader goals and address their concerns effectively. Collaborate on finding solutions that accommodate their needs while advancing program objectives, emphasizing the benefits of flexibility and adaptability in achieving shared outcomes. By showing genuine empathy and seeking common ground, you can build trust and secure their support for necessary changes.

You will win stakeholder support by genuinely empathizing with their concerns, acknowledging the impact of changes on their interests, during program modifications. You will put yourself in their shoes, understanding their priorities, values, and goals. Through active listening and open communication, you will establish a connection, build trust, and demonstrate that their concerns are valued.

The key thing to be addressed in case of a conflict is to come on a mutual agreement that the point to be addressed is in the larger interest of the organisation, which is higher than individual self esteem. There can be a senior leader who can act as a mediator by getting both perspectives to a mutual agreement and conclusion. Parties need to understand that glorifying the team , department and organization will ultimately glorify them individually as well and not the otherway round.

As an executive coach, you need to understand the common types of change resistance and how to overcome them effectively. In this article, we will explore four types of change resistance: emotional, cognitive, behavioral, and systemic, and provide some tips on how to address them.

Clearly articulate the benefits and advantages of the program modifications. Focus on how these changes will address existing issues or improve outcomes that matter to the stakeholder.

Communicating benefits has 2 main aspects - Clearly explain the value proposition and address misperceptions. Clearly explain the value proposition: - Highlight how the program modifications will positively impact the stakeholder's goals and objectives - Emphasize the benefits, such as increased efficiency, cost savings, or improved outcomes - Use data and examples to illustrate the potential gains Address misperceptions: - Anticipate and address potential concerns or misconceptions - Provide clarity on any misleading information - Offer evidence or expert opinions to support your claims - Show that you've considered different perspectives and have a thoughtful approach

To win stakeholder support, I will involve them actively in the decision-making process, seeking their input and feedback throughout. I'll encourage open dialogue, ask questions, and listen attentively to their concerns, values, and ideas. By doing so, I'll empower them to co-create solutions, fostering a sense of ownership and accountability. Through collaborative problem-solving, we'll address their needs and interests, building trust and ensuring that their voice is heard. By actively involving them, I'll turn resistance into support, creating a shared vision and a successful outcome for all stakeholders.

If we involve the stakeholders actively in finding a solution that is suitable and desirable for all, there can be far greater support from the stakeholders in the future. We need to listen clearly to their hesitation and understand what their concerns are, rather than window dressing and promises

Involve the stakeholder in the decision-making process. Seek their input and suggestions on how the modifications can be implemented effectively. This fosters a sense of ownership and increases their investment in the changes.

Address any uncertainties or risks that the stakeholder might perceive. Provide reassurances based on facts and evidence, showing that potential drawbacks have been considered and mitigated.

The key start to negotiating a solution is to truly understand the root of the objection. In many cases, there is a "logically oriented" rationalization of an objection, but there is typically a deeper fear-based objection rooted in either history, and/or emotionality. In one example I faced extreme resistance with a technology platform change for a major insurance operation, and it was driven by a stakeholder that had staff that were unable to use computer browsers, and by a history of IT teams running roughshod over their team and expecting more of them than what their business role required. By retooling the system in place according to their feedback we won their trust and had a successful implementation.

If there are disagreements or areas of compromise needed, be prepared to negotiate. Seek win-win solutions where possible, accommodating reasonable concerns while still achieving the objectives of the modifications.

To address stakeholder resistance, build trust through transparent and consistent communication. Use data to support your arguments, showing how the modifications align with organizational goals and past successes. Identify allies among stakeholders who support the changes and can help advocate for them. Tailor your communication to address the specific concerns and interests of resistant stakeholders. Provide training or resources to help them understand and adapt to the changes. Highlight quick wins to demonstrate early successes and build momentum. Finally, reassure your audience by maintaining flexibility, being open to feedback and willing to adjust based on stakeholder input.

Understand Their Concerns: Listen actively to their objections and concerns without interrupting. Communicate Benefits Clearly: Articulate how the modifications align with their goals and the overall objectives of the program. Provide Evidence: Present data or case studies demonstrating successful outcomes from similar modifications. Address Risks: Acknowledge potential risks and propose mitigation strategies to alleviate their concerns. Build Relationships: Strengthen rapport by acknowledging their expertise and involving them in decision-making. Offer Compromises: Be open to adjustments that accommodate their feedback without compromising the essence of the modifications.