How do you deal with stakeholder resistance or conflict in your projects?

1 Identify the root causes

The first step to deal with stakeholder resistance or conflict is to identify the root causes of their behavior. Why are they resisting or conflicting with your project? What are their motivations, expectations, interests, and concerns? What are the sources of misalignment or misunderstanding between you and them? You can use various tools and techniques to analyze the root causes, such as stakeholder analysis, SWOT analysis, force field analysis, or conflict resolution models. By understanding the root causes, you can tailor your communication and engagement strategies to address them.

2 Communicate effectively and proactively

The second step to deal with stakeholder resistance or conflict is to communicate effectively and proactively with them. Communication is the key to building trust and rapport with your stakeholders, as well as to clarifying your project goals, scope, benefits, risks, and issues. You should communicate with your stakeholders regularly, using the appropriate channels, formats, and styles for each stakeholder group. You should also listen actively to their feedback, concerns, and suggestions, and acknowledge their perspectives and emotions. By communicating effectively and proactively, you can reduce ambiguity and uncertainty, and increase transparency and collaboration.

3 Negotiate and compromise

The third step to deal with stakeholder resistance or conflict is to negotiate and compromise with them. Negotiation and compromise are essential skills for senior project managers, as they allow you to find mutually acceptable solutions and balance competing interests and expectations. You should approach negotiation and compromise with a win-win mindset, focusing on the common ground and the shared value of the project. You should also prepare well for the negotiation, by identifying your BATNA (best alternative to a negotiated agreement), your ZOPA (zone of possible agreement), and your WATNA (worst alternative to a negotiated agreement). By negotiating and compromising, you can resolve conflicts and create positive outcomes for your project and your stakeholders.

4 Manage expectations and changes

The fourth step to deal with stakeholder resistance or conflict is to manage expectations and changes. Expectations and changes are inevitable in any project, and they can cause frustration and dissatisfaction among your stakeholders. You should manage expectations and changes by setting clear and realistic expectations from the start, by involving your stakeholders in the planning and decision-making processes, and by communicating any changes and their impacts as soon as possible. You should also use change management techniques, such as change requests, change logs, change control boards, and change impact assessments, to manage changes effectively and efficiently. By managing expectations and changes, you can avoid scope creep and maintain stakeholder satisfaction.

6 Celebrate and appreciate stakeholder contributions

The sixth and final step to deal with stakeholder resistance or conflict is to celebrate and appreciate stakeholder contributions. Stakeholder contributions are the inputs, outputs, and outcomes that your stakeholders provide or receive from your project. You should celebrate and appreciate stakeholder contributions by recognizing and rewarding their efforts, achievements, and feedback, by sharing project success stories and testimonials, by inviting them to project events and ceremonies, and by thanking them for their support and cooperation. By celebrating and appreciating stakeholder contributions, you can strengthen your stakeholder relationships, enhance your stakeholder loyalty, and increase your stakeholder retention.