When change needs to be implemented, corporations, organizations and institutions often hesitate to seek the feedback or dialogue with key stakeholders – especially when these stakeholders are initially negatively affected by the change. Communication becomes tentative and everyone retreats to their respective corner – adopting a “wait-and-see” attitude while hoping for the best. This is a knee jerk reaction that can typically leave everyone worse off.
It is never too late to start to engage key stakeholders like employees, leaders or customers in a feedback or dialogue process – whether before, during or after change has been implemented. We know the best-fitting processes to analyze the factors that influence how fast, effective and beneficial change can be realized.
In times of change we start with feedback that has been collected anonymously and with appreciative inquiries – be it quantitatively or only qualitatively. When people feel insecure and are afraid of what the future might hold that approach gets the real issues on the table. When this kind of feedback is then combined with workshops or other interactive group activities, the ones affected by and the ones responsible for change get a chance to jointly chart a course into the future.