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Podcast: Putting egos aside for a common purpose

Podcast: Putting egos aside for a common purpose

 
 
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To celebrate the launch of the Fix My Project Chaos eCourse: Four Steps for Engaging Difficult Stakeholders, we’re releasing a brilliant new podcast each week which focuses on stakeholder management. Tune into the podcast series, and get involved in the conversation.

Putting egos aside and engaging stakeholders for a common purpose

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In this podcast, Elise Stevens speaks with Di Krome about putting egos aside on projects and engaging stakeholders for a common purpose. Di is a business consultant and transformation specialist, who helps business owners and executive teams build purpose-driven, value-based businesses. Di works with executives to implement transformation in large, complex environments.

Even though Di is a Chartered Accountant, she recognises that focusing only on return on investment will achieve limited success in any large-scale transformation. Successful transformations are also driven by the purpose, values and strategy of an organisation and focus on cultural change.

But achieving cultural change can be the most difficult part of any project, especially when stakeholders with big egos are trying to influence the outcomes of the project for their own benefit rather than the good of the organisation.

Points raised in this podcast:

  • Project teams must put purpose at the heart of the project.
  • Project managers should ensure they have the right structure, governance and people in place.
  • Input should come from all stakeholders – from the egomaniac to the humble introvert. All stakeholders should be supported to find their voice.
  • Project managers must leave their ego at the door to serve the common purpose. Sometimes this means asking themselves how they can serve their organisation.
  • Powerful people can be intimidating to members of the project team. It’s important to task the right people to work with those stakeholders.
  • Projects can be difficult within organisations that allow power play culture.
  • Change management should begin at the inception of the project.
  • Navigating organisational culture can cause stress and burnout in project staff.
  • Support for the project needs to come from the top down – from the executive, to the PMO, to the project staff.
  • The loudest voice is not always the one that should be listened to. It’s important to allow everyone to have a voice.

You can connect with Di on LinkedIn or check out her business Wildfire Consulting.

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