The Seven Principles of Stakeholder Engagement

Are you looking to be the best professional version of yourself in 2021? Maybe you have started practising yoga in the break room or cutting your caffeine consumption down to only 3 coffees a day – that’s a healthy level, right?

According to Patrick Mayfield[i], “the keys to high performance have been hiding in plain sight.” Communication and the way we work within our teams are vital to our performance. Take your spectacular ideas to lead change, remove all those pesky obstacles and make them a reality through learning the key components of successful Stakeholder Engagement.

Our APMG International Stakeholder Engagement™ course is heavily based upon the revolutionary teachings of Patrick Mayfield. Patrick is an internationally recognised author who has contributed to other essential courses such as PRINCE2 ™ and APMG International Change Management™. Project Plus is proud to be the only training organisation offering this 2-day Stakeholder Engagement training in New Zealand. Below is a small taster of some of the information you will learn within the training.

The Seven Principles for Stakeholder Engagement according to Patrick Mayfield:

1. Seek first to understand and then to be understood.

Most people do not listen with the intent to understand, instead, they listen with the intent to reply. Learn the value of understanding the perspectives of those you work with, and how this can influence your communication with them.

2. Effective change is always led.

Someone with a clear vision must take charge of change. A cohesive team needs a leader with a defined plan of how “change” is going to happen to drive the ship forward.

3. Habits are the inhibitors and the goal.

In some cases, habits can help us with self-discipline but when it comes to shaking up the way you work, old habits can hold you back. In this course, you will explore how you can adapt the knowledge you already have and incorporate new habits that drive positive change.

4. Recognise and minimize the pain of change.

Change is exciting and refreshing… but also daunting. We become so comfortable with our way of doing things that there can be some resistance along the way to change. Identifying the potential “pain” that may come with this allows you to put in place a plan to minimize discomfort before it occurs. Effective leaders always pre-empt problems to ensure they are prepared to take care of their team ahead of time.

5. A leaning to action and relationship yields high engagement.

Often we can get caught up analysing the details of change and delay making the necessary steps forward. Instead, we should aim to lean into relationships to guide the action we can take.

6. Integrity is a powerful persuasive.

Showing you have integrity will build trust and makes engagement with your team easier. In other words, your team is likely to view you as a stronger leader if you lead with integrity. This is particularly important when faced with adversity.

7. Feelings trump reason, and meaning trumps authority.

We aren’t as objective as we think we are. Emotions and connections with those around us drive our practice and the sooner we recognise this, the better. Understanding this, we can see how much more effective it is to express the meaning and benefits of the change, rather than simply demanding people change.

Did you find this sneak peek at one of our courses interesting, intriguing, or beneficial?

Take a look at the dates we have available for the full APMG International Stakeholder Engagement™ course.

APMG International Stakeholder Engagement™ are trademarks of the APMG Group. All rights reserved.

Prince2™ is a trademark of Axelo Limited. All rights reserved.

[i] Mayfield, P. (2014). Practical people engagement: Leading change through the power of relationships. United Kingdom: Elbereth Publishing.