tag:blogger.com,1999:blog-6318279018604545992024-03-05T18:22:35.479-08:00Seduce StakeholdersWelcome to Leon M. Hielkema’s blog about strategic project management, change management, and implementing organizational change. The posts contain mind-provoking ideas on how to create support and buy-in, reduce resistance to change, influence stakeholders, sell your ideas, and many other insights that will boost your career as internal professional!
Leon M. Hielkema is a bestselling author of the series “Strategic Project Management SPOMP." Please visit http://www.SeduceStakeholders.comUnknownnoreply@blogger.comBlogger10125tag:blogger.com,1999:blog-631827901860454599.post-45723348519964776942012-11-22T00:31:00.000-08:002012-11-22T00:31:53.980-08:00Award for Best New USA Business Book 2012Proud to announce that HR Strategic Project Management SPOMP (ISBN 978-0-9828779-0-6) was awarded finalist in the “Best New Business Book” category of the 2012 USA Best Book Awards!<br />
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A complete list of the winners and finalists of The 2012 USA Best Book Awards are available online at http://www.USABookNews.com. For more information, free excerpts, and links to retailers, please visit http://www.SeduceStakeholders.com.<br />
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<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-75059816935179744362012-08-22T12:00:00.000-07:002012-08-22T12:00:05.847-07:00Free PDF: Strategic Project Management SPOMPAs an experienced internal consultant, project manager, program manager, change agent, or change manager, you are responsible to implement strategic change in your organization. How to create support and buy-in for the organizational change that you want to realize? How to deal with resistance to change? <br /><br />Download now this crisp nine-page PDF summary of the bestselling business book “Strategic Project Management SPOMP” and learn how to successfully implement a program, project, or policy, from the inside out. It introduces five new SPOMP strategies that will help you to “seduce” stakeholders into change. You will be challenged to:<br /><br /><span style="color: orange; font-size: large;"> S</span> - use office politics and networking as a means to stakeholder management<br /><span style="color: orange; font-size: large;"> P</span> - plan and design internal communications to influence people<br /><span style="color: orange; font-size: large;"> O</span> - let the steering committee work for you<br /><span style="color: orange; font-size: large;"> M</span> - use project marketing to sell your change ideas<br /><span style="color: orange; font-size: large;"> P</span> - prove project success with KPIs<br /><br />A SPOMPed project means a successful organizational change, an effective implementation, a shorter project duration, more enthusiastic project team members, and for you as an internal consultant an even more successful image within your organization.<br /><br />Click on one of the icons below to download this executive summary for FREE now. Discover for yourself how you can SPOMP your project and successfully “seduce” stakeholders into change. Find out in everyday practice what SPOMP can do for you and how it will boost your career as an internal consultant!<br />
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<br />Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-1802239299666399362012-07-25T04:24:00.000-07:002012-07-25T04:24:32.071-07:00Relationship between Project-, Team-, and I-marketingStakeholders can only be seduced into organizational or behavioral change if they have a positive perception of the change that you want to realize. Therefore, it is imperative to communicate positively about the project at every communication moment (project marketing). This means, for example, to convince stakeholders that your approach to the project is the right one.<br /><br />In addition, you have to communicate positively about the project team at every communication moment (team marketing). Explain which qualities each project team member possesses and what positive influence this has on the change that you want to realize.<br /><br />Lastly, you have to communicate positively about your own role at every communication moment (I-marketing), by convincing stakeholders that you are the right person to successfully manage this change.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhrAHKxPi628hjEibiEgADnxr-njrt9eK1y-G0tUzYKCALfbM-YMpwlrorrFll_wayO9nEsIrUk26PfL8OOjnVNDGGmk7FOWhMqABeqgks_5godWYP-t317scLfE5ef5E-zFJky1ZiSuvji/s1600/Relationship+between+Project-,+Team-,+and+I-marketing.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img alt="project management, change management, implementing organizational change" border="0" height="185" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhrAHKxPi628hjEibiEgADnxr-njrt9eK1y-G0tUzYKCALfbM-YMpwlrorrFll_wayO9nEsIrUk26PfL8OOjnVNDGGmk7FOWhMqABeqgks_5godWYP-t317scLfE5ef5E-zFJky1ZiSuvji/s320/Relationship+between+Project-,+Team-,+and+I-marketing.jpg" title="Stakeholders’ trust is mainly impacted by project marketing" width="320" /></a></div>
<span id="goog_1498582514"></span><span id="goog_1498582515"></span><span id="goog_1498582516"></span><span id="goog_1498582517"></span><br />If trust is lacking at one of the three levels (See figure above), it will become difficult to seduce stakeholders into change. For example, if the project team is perceived as mediocre, then stakeholders will have little trust in the quality of the project and will not put much value on the output of the project team. As a consequence, communicating the advantages that your project holds for the organization will not be received well. In this case, stakeholders will not be seduced into the intended organizational or behavioral change.<br /><br />The same is applicable to you as manager of the change project. If stakeholders have the perception that the project team is led by an average project manager, then they will have little trust in the project’s progress. In that case stakeholders have a negative perception, and this will foster resistance.<br /><br />In other words, you will have to influence the stakeholders’ perception at all three levels in order to create trust. Relatively speaking, most consideration in this respect should be given to the project marketing because by promoting your project, you automatically promote the project team and yourself.<br /><br />Interesting ideas or tips on Project-, Team-, and I-marketing? Please share your thoughts.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-29973280138807862582012-07-18T18:56:00.000-07:002012-07-18T18:56:00.658-07:00How to prove the potential success of your projectThe challenge of the fifth and last SPOMP strategy is to prove during the project that your project will be successful in the end. The goal is to create a positive attitude from stakeholders regarding the organizational change that you want to realize. If you can convince stakeholders of this potential success, then it becomes much easier to seduce them into change. “<a href="http://www.amazon.com/dp/B008B7ZM0W">HR Strategic Project Management SPOMP</a>” describes how to seduce stakeholders by proving the potential success of your project.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-74314260412980157652012-07-09T21:04:00.000-07:002012-07-09T21:04:00.243-07:00How to use marketing to sell your ideasJust as a manufacturer uses marketing to seduce customers into purchasing a product, you can use marketing to seduce stakeholders into change. Therefore, you need to view your ideas or change initiative as a product that you want to sell to stakeholders. “<a href="http://www.amazon.com/author/leonhielkema">HR Strategic Project Management SPOMP</a>” describes how to sell your ideas by marketing your project, the capabilities of your project team, and yourself as the orchestrator of the change.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-41978222132075216052012-07-03T00:54:00.001-07:002012-07-03T00:54:43.919-07:00How to use office politics as a positive force?<div class="separator" style="clear: both; text-align: center;">
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<span style="font-size: x-small;">Courtesy of G. Arnould</span></div>
<br />Office politics always plays a major role when you want to realize change in your organization. Politics is often viewed as a negative force on the project, but you can turn it into a positive. To use politics as a positive force, you need to carefully select the stakeholders who are able to influence others to favor your project. <br /><br />But how to determine which stakeholders need to be selected in order to use office politics to your advantage? Get your copy of “HR Strategic Project Management SPOMP” <a href="http://www.amazon.com/dp/B008B7ZM0W">here</a>.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-38331676153367531152012-06-28T03:56:00.000-07:002012-06-28T04:05:27.738-07:00#86 in Amazon’s bestsellers list<div style="font-family: inherit;">
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to announce that “HR Strategic Project Management SPOMP" has reached #86
position in the category Organizational Behavior, just 2 weeks after its launch.
Thank you for your support and reviews.</div>
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<br /></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-50257256790054441562012-06-15T01:07:00.000-07:002012-06-15T01:07:42.149-07:00How to create support for a Change InitiativeThe ultimate goal of every strategic HR project is to effect change in your organization. Implementing this organizational change is a complex challenge. Research shows that only 20-50% of all initiated projects are successful in meeting this challenge. <br /><br />Among the success factors, the formal project management technique (for example PMBOK, PRINCE2, MSP, Agile, etc.) that is applied only accounts for 6% of the project’s success. The most important success factor, however, is internal user involvement and commitment.<br /><br />“Internal users” are the stakeholders who have to utilize the proposed solution in daily practice. They have to change their behavior as a result of your project. They are the employees in your organization who have to change their daily routine, current way of working, or attitude.<br /><br />How do you involve internal users in order to realize a successful organizational change?Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-80105889078897849692012-06-12T02:12:00.000-07:002012-06-12T02:12:09.746-07:00People Need to ChangeEvery project results in various people within the organization having to change their behavior, attitude, or working method. <br /><br />For example, a project to introduce new payroll software leads to a new way of working. A project aimed to simplify a certain form leads to people having to learn how to fill out the new form in a different way than they are used to. An implementation of a new recruitment and selection strategy leads to various people having to adjust the way they currently work. <br /><br />The more strategic the project, the more fundamental and invasive the organizational change is that you have to realize.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-631827901860454599.post-21595042294427675602012-06-10T03:24:00.003-07:002012-06-10T03:24:27.113-07:00A Report won't Change BehaviorYour client gives you the assignment to implement Talent Management in your organization. Suppose that you find an excellent report on the internet on this topic from an identical organization. What would happen if you deliver this advisory report to your client one hour after you have been given the assignment? <br /><br />Your client will probably have many questions after reading the report. This is because it is not the report’s content (i.e. knowledge transfer) but the interaction with the client that creates the support. The interaction prior to the advisory report gives the client the chance to become accustomed to your ideas. You allow the client to mentally grow towards the advice you are going to provide. <br /><br />The same applies to internal users and other stakeholders. Delivering the advisory report without prior interaction is considered as an internet report and will evoke resistance. In order to create support for your ideas and to prevent resistance, you therefore need to organize frequent communication moments (interaction) with stakeholders. Frequent communication makes the stakeholders’ minds susceptible to accept the change that you want to realize with your project.Unknownnoreply@blogger.com0