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Topics: Change Management, Organizational Culture, Stakeholder Management
You should always escalate problem, not person. But what if the person is the problem?
Anonymous
What if you have a very negative stakeholder, that will be process owner, but he don't want that problem, and no persuasion, advertising or motivation system is not working? It looks like he don't understand what is going on, and he don't want to start understanding. Additionally he sends communicates that the project is not managed properly, that he don't know what to do and how the process will look like (there are process maps, RACI, and regular meeting, he received training on the process, he could shadow similar process, etc.)

I don't know what else could I do..
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I'm assuming you have already done so, but if not, have you met with him 1:1 to understand what his concerns are?

Kiron
Anonymous
Yes, but with no effect - discussion with him is positive, he says he don't have questions, and that everything is clear, and that he knows he can count on me and contact me anytime, and just after I close the doors of meeting room everything goes the same again.
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1 reply by Kiron Bondale
Nov 02, 2017 5:03 PM
Kiron Bondale
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Sounds like passive-aggressive behavior to me. It would be worthwhile helping him understand how this behavior is making you and other stakeholders feel. If nothing changes in his behavior afterwards regardless of your attempts to influence him, you will need to treat his behavior as a risk and come up with an appropriate response - e.g. escalate via your sponsor.

Kiron
I think you should use the tactics of emotional intelligence and communicate with him via formal documented communication only avoid verbal communication. This way the work you will be performing will be aligned with what he said and he can't back out or shadow the project. I hope this makes sense.
There could be an underlying issue here. Try to take a step back and look at your approach, are you communicating via email, copying all for example, or not giving this person the recognition they want? Did you carry this stakeholder along from the beginning? Take some time to arrange a 1:1 with this person, understand his/her requirements and best method of communicating with them. If this doesn't work get the project sponsor involved, good luck!
Nov 02, 2017 3:03 PM
Replying to anonymous
...
Yes, but with no effect - discussion with him is positive, he says he don't have questions, and that everything is clear, and that he knows he can count on me and contact me anytime, and just after I close the doors of meeting room everything goes the same again.
Sounds like passive-aggressive behavior to me. It would be worthwhile helping him understand how this behavior is making you and other stakeholders feel. If nothing changes in his behavior afterwards regardless of your attempts to influence him, you will need to treat his behavior as a risk and come up with an appropriate response - e.g. escalate via your sponsor.

Kiron
Try to identify his close group of friend or working stakeholders and members in the group that you know or through member of member that you know. Face to face meeting has ended no turn-around to the situation you faced now. You may get "moderator" who likely to fit-in his appetite on reflecting you current state. After I read through above conversation, I would say that he is smart guy and asking for result rather then understanding process. He knows what he wants. This kind of "leader" may have strong ego & "selecting neglect"
Try to identify his close group of friends or working stakeholders/group and members in the group that you know or through member of member that you know. He got someone that can fit him or rather to say, someone who cam convince him and influence him to look at thing. Face to face meeting has ended up no turn-around to the situation you faced now. Glad that you have tried. You may get "communicator" who likely to fit-in his appetite on reflecting you current state. After I read through above conversation, I would say that he is smart guy and asking for result rather then understanding process. He knows what he wants. This kind of "leader" may have strong ego & "selecting ignorance" to understanding issues whereby he seem dominance better than you in this game. Find someone that is his "communicator" and you should be fine. You need extra-ordinary soft skills. The problem here is not the person that you have to deal with but to get "right person" to deal with problematic person. Good luck.
Escalation is never the first solution, but if everything else fail!
Make sure you have record of communication to change the situation, before escalating.
Not much choice!
Can you define further what is the problem? and give an example of his / her behavior this is a situational leadership case which differ from case to case and you have to write down all his/her actions to choose the right solution accordingly, Relax and look at the case from different angle or even look at it from his/ her views.
I agree with Adetoya that there seems to be an underlying issue here that you have n9t uncovered. People become passive aggressive for a reason, they don't just wake up one day and decide to be like that. And it most probably has nothing to do with you or how you manage the project. You would typically find this from stakeholders who have been trying to improve things long before you came along, but was ignored by their management. Then management decide to bring 'you' in to fix what they have been trying to do for ages so immediately you have a hostile stakeholder who will do whatever it takes to try and derail the project. I would look at history prior to your involvement.
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