NASSCOM HR Summit 2014: Hey HR, Be the Change: Being the change catalyst that the business wants -...
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Transcript of NASSCOM HR Summit 2014: Hey HR, Be the Change: Being the change catalyst that the business wants -...
Strategies to overcome uncertainty
Anxiety -Explore & transfer
Find out, what was good in the past and what is bad at the momentHelp to distinguish between feelings and facts
Anger – Accept
Accept the anger Let the people vent their anger Don‘t try to control too much
Withdrawal -Confront & identify
Encourage people to talkAsk and listenBe direct and open Reflect
Confusion - Explain and plan
Give as much information as you canCommunicate change benefitsDiscusss next steps in detailTake time to answer question
Opposition Leader•Seek out specific benefits for these stakeholders (What’s in it for me?)Create targeted arguments for these individualsInvestigate if any changes/customizations could be made to encourage buy-in
ZealotInvolve them as leaders for key meeting and communications to be ‘seen’ as vocal supportersUse them to coach us to understand organisational barriers and points of resistanceWork with them to mitigate the risks and concerns
NaysayerDetermine course of action dependent on potential of stakeholders to influence othersIgnore & MonitorSeek to move them to neutral or supportive positions (same as ‘Opposition Leader’)
CheerleaderEncourage them to view ‘Zealots’ as potential mentorsUse them to coach us to understand organisational barriers and points of resistanceWork with them to mitigate the risks and
Stakeholder SupportLow High
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