Instant Stakeholder Buy-in
Learn how to gain authentic stakeholder buy-in from teams and leaders for upcoming projects, organisational changes, and new processes, and embed a culture of adaptability.
This workshop will help you and your team foster an adaptable and collaborative culture, create a more positive, inclusive, and productive workplace during change, and achieve inspirational results.
Leadership teams today are facing volatility, uncertainty, complexity, and ambiguity, with an increased focus on culture and change management. The reality of a VUCA world makes it difficult to bring teams together, with common goals that align everyone’s vision with a shared sense of purpose. Buy-in from stakeholders is crucial.
The Instant Stakeholder Buy-in workshop is a powerful, one-day training program for leaders who are struggling to get buy-in from their teams for upcoming or existing change, who want to to create cohesive teams that collaborate with collective intelligence in the face of adversity.
You will learn how to gain genuine buy-in from teams and leaders, with tools and techniques to empower leaders to gain authentic buy-in for upcoming projects, organisational changes, and new processes that may be hard to implement, using a powerful, proven, shared framework – The Hive’s patented STORM Process™ – to solve complex problems as a team, with a shared skill set and common language.
What does this workshop do?
This powerful, one-day workshop will help you to:
- Get authentic team buy-in for upcoming projects or organisational change.
- Build a shared understanding of necessary change.
- Communicate effectively with your team about the change.
- Create an adaptive and collaborative culture to overcome problems together.
- Create a more positive, inclusive, and productive workplace during change.
What problems does it fix?
The Instant Stakeholder Buy-in workshop can fix the following problems:
- Resistance to change from individuals and entire teams.
- Teams who are not committed to upcoming projects or organisational changes.
- Teams that are stuck because they can’t agree on a clear path through change.
- Teams struggling to communicate effectively about change.
- Teams experiencing conflict or stress during the change process.
- Teams who are not working productively during the change process.
- Delays, cost-overruns, and potential failure.
What are the workshop objectives?
The objectives of the Navigating with Resilience workshop are to:
- Empower leaders to gain genuine buy-in from their teams during change.
- Build a shared understanding of the change, and identify potential roadblocks.
- Remove resistance to change and foster a culture of adaptability.
- Inspire motivation and engagement among team members.
- Develop collective intelligence and promote team collaboration.
- Build a cohesive team based around a shared sense of purpose and direction.
- Embed shared problem-solving capabilities with common tools and language.
What are the beneficial outcomes?
By the end of the workshop, you will have:
- Increased team buy-in for upcoming projects or organisational changes.
- Stronger collaboration, a more cohesive team, and open communication.
- Improved problem-solving and decision-making abilities.
- Alignment of objectives with shared values and purpose.
- Reduced conflict and stress during the change process.
- Created a more positive and productive work environment.
- Ability to execute the patented STORM Process™, a proven, shared framework for approaching and solving complex problems, and collaborating more effectively as a team.
What can you expect from the program?
You can expect a dynamic and interactive one-day workshop that combines experiential learning, group discussions, and practical exercises with engaging facilitation and hands-on activities delivered by expert trainers.
You will learn to gain buy-in and overcome resistance to change, learning valuable techniques to foster a culture of adaptability and positive collaboration. You’ll also learn The Hive’s patented methodologies, including the proven STORM Process™, a shared framework for approaching and solving complex problems as a cohesive, synergetic team.
What made us create this Workshop?
- PwC’s annual CEO Survey 2023 found that nearly 40% of CEOs recognise that their company will not be economically viable in 10 years’ time if it continues on its current course, a pattern that is consistent across sectors.
- The same study found that on average, CEOs report spending 53% of their time driving current operating performance (reported ideal: 43%) and 47% on evolving the business and its strategy to meet future demands (reported ideal: 57%).
- A Gallup study found that companies with high levels of employee engagement are 21% more profitable, while a study by MIT found that teams with higher collective intelligence outperform individual experts by 20%.
- According to research, businesses that are able to create a positive and productive workplace are 35% more likely to succeed, while businesses that get pre-buy-in for change from their teams are 63% more likely to be successful.
We recognised that getting stakeholder buy-in from your team and creating a positive and productive work environment are essential for the success of your business, especially in today’s constantly evolving business landscape. It doesn’t matter how big or small the changes are; when managing change everyone needs to share the vision and sense of purpose.
So we created a powerful, dynamic program that delivers an adaptive and collaborative culture to overcome problems together and creates a more positive, inclusive, and productive workplace during change.
These are some of the challenges facing business leaders in a VUCA world, which this workshop helps you to overcome:
In today’s VUCA world, businesses are facing increased competition from all sides. This can make it difficult to stay ahead of the curve and to achieve your goals.
The future is uncertain, and this can create anxiety and stress for teams. They may be worried about their jobs, their company’s future, and their own capacity to cope with change.
Teams may be struggling to give and receive feedback effectively. This can lead to misunderstandings, hurt feelings, and missed opportunities.
The pace of change is accelerating, and this can make it difficult to keep up. Teams may be struggling to adapt to new technologies, new regulations, and new customer demands.
Teams may be struggling to resolve conflicts effectively. This can lead to decreased productivity, morale, and innovation.
Teams may be sceptical, especially if they’ve experienced failure before. This can lead to disengagement, disconnection, and even toxicity.
A UK headquartered multinational company, who recently acquired businesses in North America, was struggling to merge the cultures inherited with the cultures embedded in other, existing parts of their business. They found it difficult to get senior level buy-in.
They had tried team building exercises and internal initiatives, meetings, and external business coaches, but nothing improved their team’s ability to agree on a way forward; there was a lack of cohesion, and collaboration across office locations was frictional.
Their Global Head of HR recognised the need for an intervention to enable the necessary culture change and researched how to create an environment willing to change. They approached The Hive Change Consultancy after a recommendation from a friend.
We put together a workshop that helped their C-suite and senior leadership teams to foster an adaptable and collaborative culture, cultivating a positive, inclusive, and productive workplace, aligned with a shared sense of purpose and direction. We laid the foundations for change, building consensus, and embedding a culture of adaptability.
After this workshop, their global team was able to agree on decisions more efficiently, with a more collaborative attitude, thanks to a new shared sense of purpose and joint direction. Their communications improved, along with a boost to morale and creativity.
The program gave their team a shared framework to solve complex problems, with a shared set of tools and vocabulary, and an adaptable, cohesive and collaborative culture. A team now united to face the future with collective intelligence in the face of adversity.