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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