Strategies to overcome uncertainty
Anxiety -Explore & transfer
Find out, what was good in the past
and what is bad at the...
Opposition Leader
•Seek out specific benefits for these
stakeholders (What’s in it for me?)
Create targeted arguments for...
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NASSCOM HR Summit 2014: Hey HR, Be the Change: Being the change catalyst that the business wants - Anand Pillai, Reliance Industries Limited

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Presentation by Anand Pillai, Sr. Executive Vice President & Chief Learning Officer, Reliance Industries Limited at NASSCOM HR Summit 2014.

Published in: Leadership & Management
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NASSCOM HR Summit 2014: Hey HR, Be the Change: Being the change catalyst that the business wants - Anand Pillai, Reliance Industries Limited

  1. 1. Strategies to overcome uncertainty Anxiety -Explore & transfer Find out, what was good in the past and what is bad at the moment Help to distinguish between feelings and facts Anger – Accept Accept the anger Let the people vent their anger Don‘t try to control too much Withdrawal -Confront & identify Encourage people to talk Ask and listen Be direct and open Reflect Confusion - Explain and plan Give as much information as you can Communicate change benefits Discusss next steps in detail Take time to answer question
  2. 2. Opposition Leader •Seek out specific benefits for these stakeholders (What’s in it for me?) Create targeted arguments for these individuals Investigate if any changes/customizations could be made to encourage buy-in Zealot Involve them as leaders for key meeting and communications to be ‘seen’ as vocal supporters Use them to coach us to understand organisational barriers and points of resistance Work with them to mitigate the risks and concerns Naysayer Determine course of action dependent on potential of stakeholders to influence others Ignore & Monitor Seek to move them to neutral or supportive positions (same as ‘Opposition Leader’) Cheerleader Encourage them to view ‘Zealots’ as potential mentors Use them to coach us to understand organisational barriers and points of resistance Work with them to mitigate the risks and Stakeholder SupportLow High StakeholderPowerHighLow

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