- Lina Bissani-Armstrong, Director of Corporate Services, AltaGas Utilities Inc.
- Simon Blunden, Director, People & Culture, GROUPHEALTH Global Benefits Systems
- Beth Collins Kelly, former HR Manager, Info-Tech Research Group
- Allan Cohen, Professor, Babson College
- Nicole Diffenderfer, Director, Human Resources, The Living Legacy Foundation of Maryland
- Jan Grant, Learning Consultant, WorkSafeNB
- Linda Haft, HR Manager, Magnolia River
- Jodi Lieberman, Chief Human Resources Officer, CAPREIT
- Jim Macdonald, Director of Human Resources, Brescia University College
- Ilia Maor, former Senior Manager, Info-Tech Research Group
- Schelley Michell-Nunn, VP of Human Resources, City of Ithaca
- Jamie Neidig, Director of Product Management, Management Concepts
- Karen Raitz, Director of Corporate Services, AltaGas Utilities Inc.
- Jill Saverine, Head of Human Resources, Priceline.com
- Rose Solis, VP of Human Resources, Bentley Mills, Inc
- HR and stakeholders may have false perceptions of each other; stakeholders may be unaware of HR’s projects, and HR may be in the dark about what matters most to stakeholders.
- It can be intimidating to ask for stakeholders’ perceptions of HR, hear critical feedback, and respond to it constructively.
- Stop guessing about stakeholders’ needs and priorities; invite regular feedback to increase trust and strategic collaboration across the organization.
Impact and Result
- Strong relationships with stakeholders start with open communication about stakeholders’ needs, priorities, and concerns.
- Use McLean & Company’s low-effort, high-impact diagnostic – the HR Stakeholder Management (HRSM) Survey – to gain an accurate snapshot of stakeholders’ relationship with and perception of HR.
- Understand the method and level of effort required to effectively communicate with each stakeholder group.
- Deliver value to the organization through active collaboration, integrating talent strategy with broader organizational strategy, and regularly inviting executive input on HR’s strategic priorities.
This guided implementation is a five call advisory process.
Guided Implementation #1 - Assess current stakeholder relationships
Call #1 - Review stakeholder survey results and the assessment of HR/stakeholder relationships across the organization.
Guided Implementation #2 - Review stakeholder survey results and prepare to communicate
Call #1 - Discuss and review the communication strategy according to stakeholders' level of influence, interest, and support, and stakeholders' role(s) in relation to HR.
Guided Implementation #3 - Meet with stakeholders and identify strategic priorities
Call #1 - Discuss the approach to meeting with stakeholders to share survey results (i.e. who you will meet with first).
Call #2 - Walk through and finalize the action plan.
Guided Implementation #4 - Develop a stakeholder management strategy
Call #1 - Discuss and gain input on the stakeholder management strategy.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Analyze HRSM Survey Results
- Determine which stakeholders will be a priority to build relationships with.
Key Benefits Achieved
- Priority stakeholders identified.
Analyze HRSM Survey results.
Assess HR’s alignment with organizational goals.
- Assessed HR alignment with organizational goals.
Complete the Stakeholder Analysis Tool to prioritize stakeholders.
- Prioritized stakeholders.
Identify the social styles of prioritized stakeholders.
- Gained insight into stakeholder relationships.
Agree on the scenario that best describes the HRSM Survey results.
Module 2: Develop a Stakeholder Management Action Plan
- Tailor communication strategy to stakeholder roles.
- Create an initial action plan to present to stakeholders.
Key Benefits Achieved
- Communication strategy tailored.
- Initial action plan created.
Prepare to communicate effectively with stakeholders.
- Created strategies to communicate with stakeholders.
Draft an initial stakeholder management action plan.
- Drafted an initial action plan.