Stakeholder analysis focuses on the systematic identification of users, customers and employees as natural persons as well as organizations, institutions and possible interests in systems in the form of legal persons. All of these people are known as stakeholders. A stakeholder analysis is the basis of companies and organizations for developing new projects. Stakeholder identification as well as stakeholder communication is essential components of stakeholder management and crucial for an orderly project process and subsequent project success.

In the context of stakeholder management, stakeholder identification is the first step. Defining, communicating and analyzing are important elements in dealing with stakeholders. It should also be noted that stakeholder identification takes place at the very beginning of the stakeholder analysis. The aim here is to identify all relevant persons or organizations that are relevant for subsequent steps and projects. The result of this procedure should then be a stakeholder list that you can continue to work with in a structured manner.

In this process one should orientate oneself to both internal and external structures. It is urgent to clarify which areas of the company, such as departments and locations, are likely to be affected by the project. Are there employees who are not interested in the planned procedure, such as the works council? Which exact employees and organizational areas are affected? Which exact processes are affected by the planned project? In such a project, possible consequences for external and internal processes should also be considered.

The process of stakeholder analysis is an important step in carrying out corresponding projects, but one should not reduce the stakeholder analysis solely to the avoidance of disasters.

Agile leadership is now in trend and is therefore used more and more frequently. There are a number of companies that focus fully on agility and have undergone an agile transformation. This also includes the very large corporations. The reason for this is that companies act flexibly and thus have to adapt to customers and constant changes.

 Agile leadership means that a company can adapt quickly and optimally to changes despite the current VUCA world. It is not managed hierarchically through power or instructions, but much more through the role model function and the creation of framework conditions for an agile culture, which includes promoting self-organization, transparency, finding common solutions, and a healthy error culture as a further development opportunity.

If you want to keep up with the current VUCA world, then agile leadership has become a must. A lot can change quickly, so you need to be prepared accordingly.

This is where it is particularly important to be able to adapt, because this is the only way you can actually overtake your competition. The same goes for customers. They want to get something that meets their needs despite changes that are taking place. This is exactly what not every company has at the ready.

At the same time, consideration should be given to the individual employees, as they are the core part of the whole. Without it, nothing works, so you have to take precautions here too. As a manager, this means being on the same level as you.

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