Stakeholder Engagement In M&A Change Management

Most companies think stakeholder management is about getting buy-in. It's actually about changing predictions.   Years ago, I was helping a technology company with their organizational transformation. They had grown from a startup to several thousand people but were still operating like a startup. No real processes. No decision-making structures. Just running from one urgent need to another.   When I recommended new forms of governance, the resistance was immediate. And here's what made it complicated: each senior leader was resisting against a different, negative outcome as a result of the change.   For example, some believed that structure would slow them down and make them less nimble versus competitors. Others thought it would kill innovation. Some thought it would create bureaucracy by adding layers and layers of approvals to workflows. Many thought it meant they would lose the autonomy to run their business unit.   Here's what was really happening. Each person's brain was making different predictions based on their unique experience. These leaders could only predict problems because unstructured processes and systems were all they'd ever known. Their brains couldn't envision the benefits because they had no (or at least limited) experience with good structure.   Traditional stakeholder management would have grouped them as "senior leaders" and design one strategy for them all. But their concerns were entirely individual.   Changing predictions requires three things. First, understanding that each person's concerns are unique. No two brains make the same predictions. Second, getting people to try new approaches without perfect information. This takes direct, one-on-one conversations. Third, recognizing that predictions don't change overnight. It takes experience and repetition.   If the stakeholders in your company are resisting change understand that their brains are doing what brains do. They're predicting outcomes based on what they know.   The next time you build your stakeholder management approach remember it's not about treating everyone with the same title the same.   It's about engaging everyone, individually, where they are. Michael J Lopez Consulting #change #stakeholdermanagement

Why 73% of Projects Fail and How I Stopped Losing Stakeholder Support Let me tell you a quick story. Years ago, I was leading an ops overhaul that was supposed to streamline internal reporting. Everything looked good on paper, timelines, budget, resource allocation. I checked every box… Except one: I didn’t fully engage the stakeholders who would actually use the system every day. 🚨Big mistake. Within 3 weeks of launch, adoption lagged, teams worked around it, and leadership questioned the ROI. That’s when it hit me—involvement doesn’t equal alignment. Just because stakeholders are informed doesn’t mean they’re invested. So I changed my approach. Here’s what I did: • Identified key influencers across departments, not just top execs, but daily users and frontline managers. • Used long-form discovery sessions to understand their actual pain points (not just the ones listed on a dashboard). • Built a feedback loop into every sprint cycle. Small changes. Real-time validation. • Created internal linkages between project goals and departmental KPIs (this one’s huge). The result? 🎯 41% faster implementation. ✅ 3X higher adoption in the first 30 days. 💬 Consistent stakeholder engagement from kickoff to post-launch. Why does this matter for you? If you’re a project manager, ops lead, or department head, especially in finance, tech, or healthcare, here’s your reality: 📌 You’re juggling timelines, compliance, and team bandwidth. 📌 You’re expected to “drive transformation” and still “not disrupt the day-to-day.” 📌 You’re measured by results but those results start with buy-in. So ask yourself: Are you just updating stakeholders or are you empowering them to shape outcomes? That’s the difference between a delivered project and a sustained solution. If you’re tired of rework, delays, or lukewarm adoption, start by rethinking how you engage your stakeholders. Involve early. Involve meaningfully. Involve often. ✅ Start with a 30-minute alignment session before you build your next project charter. ✅ Don’t just collect feedback—co-create the solution with the people who live it. You’ll thank yourself later. Let’s stop managing projects and start leading with people who matter. #ProjectManagement #StakeholderEngagement #LeadershipInAction

On a Saturday, we just placed a crucial Sr. Director role for a key client of Lazio Search Group – a game-changer for their team. But twice in the final stages, the placement nearly stalled. Unexpected feedback surfaced, a key decision-maker went quiet. It could have fallen apart. We knew this candidate was the one. What saved it? The 7+ stakeholders we'd engaged throughout the process. Key insight: Engaging multiple stakeholders isn't just good recruiting practice. It's placement insurance. Here’s the 9-step stakeholder engagement playbook we leverage at Lazio Search Group for critical hires: Early Leadership Alignment: Don’t wait for roadblocks. We facilitate brief, early check-ins between our leadership and client execs to ensure strategic alignment on the role's impact. This builds trust long before challenges arise. Identify the Real Hiring Team: Stakeholders often emerge mid-process. We proactively ask: "Who else will interview?", "Whose input is critical for buy-in?", "Who will this role impact most?" Uncovering these hidden influencers prevents late-stage surprises. Engage Individuals, Not Just the Group: Individual follow-ups are gold. Our team connects 1:1 with interviewers to understand nuanced feedback, address specific concerns, and tailor communication. Quality over quantity. Listen for Cues & Respond Proactively: When an interviewer mentions a specific need or concern (e.g., "Needs strong financial modeling skills"), we use that signal to proactively share relevant candidate insights or adjust screening criteria. Cultivate Multiple Client Advocates: Relying solely on the hiring manager is risky. We build rapport with HR, influential team members, and anyone invested in the hire's success. They become internal champions for the candidate and the process. Welcome New Participants: When a new person joins the interview loop late-stage? We see it as an opportunity, not a hurdle. We quickly bring them up to speed and integrate their perspective. Keep Leadership Informed (Above-the-Line): Ensure client leaders (VP, C-Suite) understand search progress, market dynamics, and candidate quality via concise updates. It builds credibility and maintains momentum. Value Every Interviewer's Input (Below-the-Line): Feedback from potential peers or junior team members can be incredibly insightful and influential in today's flatter organizations. We give genuine attention to all feedback. Strategic Leadership Intervention (When Needed): If a placement stalls due to internal indecision, a well-timed, strategic conversation between Lazio and the client can reinforce the value prop and regain commitment. Engaging multiple stakeholders isn't a tactic. It’s insurance for your critical hires. A placement defense system. Built relationship by relationship, conversation by conversation. So when hiring hurdles appear—and they will— There's a network within your organization ready to navigate them. That's the Lazio Search Group approach.