Getting Your Partners to Partner: How to Build Stakeholder Support

No matter what role you have in an organization, you are dependent upon others to produce results. Talent Development, HR and Learning and Development professionals are especially tuned in to the needs of internal customers, peers, subject matter experts and others—we need their support for many aspects of our jobs.

Here are a few ways to enhance the partnership you have with others: 

Set common goals.

Find ways to merge goals or create overlap between your objectives and those of your stakeholders. Alignment ensures a higher level of commitment.

Co-create.

Generating ideas together encourages partnership and reduces the chances for a change of support later in the process.

Uber-communicate.

Share updates, progress and appreciation for support as your projects move forward. Wherever possible, match your communication style and modes to your partners’ preferences.

Address concerns.

Don’t avoid or downplay concerns your stakeholders have. In many situations, you can likely even predict concerns that will arise. When that’s the case—raise and address them before your stakeholder does!

Handle politics.

In every organization, there are dynamics tied to authority, position and power. Be aware of what these are and take them into account. Your partners will appreciate that you took the time to ease the way on challenging subjects without them having to bring politics up.

Contribute solutions.

Being a good partner is a two-way street. Look for opportunities outside of your own area to support and problem-solve on your stakeholders’ projects and challenges.

There are many benefits to forming stronger internal partnerships with our stakeholders. For a recap, download our GETTING YOUR PARTNERS TO PARTNER infographic here. To build partnering skills with your teams, our skill-building workshop, Achieving Results with Stakeholders can be beneficial.