Learn how to effectively gather and integrate stakeholder feedback during a culture change process to ensure it's inclusive and impactful.

Una de las mejores formas para lograr tener una retroalimentación más genuina son las entrevistas uno a uno con tu equipo de trabajo directos y en general, con personas claves de la organización aunque no te reporten directamente. Siempre hay que buscar un ambiente que genere confianza y que logre que las personas con las que platiques puedan sentirse seguros y escuchados. Incluso, personalmente he utilizado lugares fueras del ambiente laboral para lograr tener esa conexión. Puedes buscar apoyos (checklist) que te vayan guiando en estos encuentros cuidando que no se vea "acartonado", es decir, memoriza las preguntas o el procesos y aplícalo de la forma más natural posible. Te aseguro que la información que ahí escucharás será INVALUABLE.

Last updated on Jul 16, 2024

Here's how you can gather and integrate feedback from diverse stakeholders in a culture change process.

Embarking on a culture change journey within your organization can be a complex process, but it's crucial to involve a diverse array of stakeholders to ensure the transformation is inclusive and effective. To gather and integrate feedback from these varied voices, you need a structured approach that respects and values each perspective. This article will guide you through the steps to engage stakeholders and utilize their insights to shape a positive and sustainable cultural shift.

1 Identify Stakeholders

Identifying stakeholders is the foundational step in the feedback gathering process. Consider all individuals and groups that are affected by the culture change within your organization, including employees, managers, customers, and suppliers. Recognize that each stakeholder group may have different experiences and expectations. Ensuring that you have a comprehensive list will provide a well-rounded view of the cultural landscape and highlight potential areas for improvement.

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2 Design Surveys

Designing effective surveys is a critical method for collecting feedback. Surveys should be thoughtfully crafted to elicit honest and detailed responses. Use a mix of open-ended questions and rating scales to gather both qualitative and quantitative data. It's important to ensure anonymity to encourage candid feedback, and to design questions that are clear, unbiased, and relevant to the culture change initiatives.

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3 Conduct Interviews

Interviews offer a more personal touch to the feedback process. They allow for in-depth discussions with stakeholders, providing valuable qualitative insights. Schedule interviews with a representative sample of your stakeholders to understand their individual perspectives. Listen actively and ask probing questions to uncover not just what stakeholders think, but why they hold those opinions.

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Rodrigo Salazar Martínez

Plant Manager | Operations Manager | Project/Program Manager | Engineering Manager
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Una de las mejores formas para lograr tener una retroalimentación más genuina son las entrevistas uno a uno con tu equipo de trabajo directos y en general, con personas claves de la organización aunque no te reporten directamente. Siempre hay que buscar un ambiente que genere confianza y que logre que las personas con las que platiques puedan sentirse seguros y escuchados. Incluso, personalmente he utilizado lugares fueras del ambiente laboral para lograr tener esa conexión. Puedes buscar apoyos (checklist) que te vayan guiando en estos encuentros cuidando que no se vea "acartonado", es decir, memoriza las preguntas o el procesos y aplícalo de la forma más natural posible. Te aseguro que la información que ahí escucharás será INVALUABLE.

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4 Facilitate Workshops

Workshops are interactive sessions that enable stakeholders to engage in dialogue about the culture change. They are particularly useful for brainstorming solutions and building consensus among diverse groups. When facilitating workshops, create a safe and open environment where all participants feel comfortable sharing their views. Encourage collaboration and use activities that prompt discussion and idea sharing.

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Nada Rashed

Chief HR Officer |Certified Board of Director|PROSCI change management practitioner|Culture Tranformation|Mental health Expert|HR Consultant|Freelance Corporate Trainer|Gender Auditor|ICF Career Coach
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Hearing different opinions, especially constructive and objective ones, supports the culture change in a healthy way. Hearing these opinions must be gathered in an organized manner to create this needed impact rather than creating confusion or lack of alignment . One way can be focus groups. Another way can be informal talks with those showing the willingness to share opinions. Another way could be an organized Q and A session to let people share opinions and open discussions.

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John Crossan

COO at NDC | Culture Consultant, Coach and Mentor | FRSA
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A survey can only ever tell you so much, so workshops/focus groups are an essential part of the data gathering mix. Without them, senior stakeholders will reach a point when when exploring survey data where they just don't know what certain themes mean. They will get stuck. This is not a good use of time, and is a frustrating experience. Investigative focus groups that deep-dive into survey themes paint a rich picture of what people are actually experiencing in the organisation. What is working? What isn't? What do these things look like, day to day? What would they like to see change, and how do they believe that would help? Survey data gives a useful but limited picture. Workshops reveal the meaning and the implications of the data.

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5 Analyze Feedback

Once you have collected feedback, it's time to analyze the data. Look for common themes, areas of concern, and suggestions for improvement. Qualitative feedback from interviews and workshops can be categorized into themes, while quantitative data from surveys can be statistically analyzed for trends. This analysis will help you understand the overall sentiment towards the culture change and identify actionable insights.

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6 Integrate Insights

Integrating insights into the culture change process is where feedback becomes actionable. Use the analysis to inform decision-making and to develop strategies that address the needs and concerns of your stakeholders. It's essential to communicate back to stakeholders how their feedback has influenced the culture change plans. This not only validates their participation but also fosters a sense of ownership and commitment to the change process.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can gather and integrate feedback from diverse stakeholders in a culture change process.

1

2

3

4

5

6

7

1 Identify Stakeholders

2 Design Surveys

3 Conduct Interviews

4 Facilitate Workshops

5 Analyze Feedback

6 Integrate Insights

7 Here’s what else to consider

Culture Change

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Here's how you can gather and integrate feedback from diverse stakeholders in a culture change process.

1

2

3

4

5

6

7

1 Identify Stakeholders

2 Design Surveys

3 Conduct Interviews

4 Facilitate Workshops

5 Analyze Feedback

6 Integrate Insights

7 Here’s what else to consider

Culture Change

Rate this article

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