How can you overcome stakeholder resistance to change in grant administration?

Here first Newton's law applies: inertia! Inertia can be defined as the property of a body to remain as it is. In this sense, changing the direction of a company or actions of stakeholders will certainly find resistance. Identifying possible sources of resistance and risks is super important to deconstruct then. Many times we will find solutions that goes thru clarifying objectives and acknowledge the effort necessary to implement desired change. Sometimes issues may be related to ego or personal power game. It is also important to identify them and to find a way to accommodate individual issues otherwise the movement of the company will be compromised.

Embrace Open and Honest Communication Communication is the cornerstone of overcoming resistance. Engage stakeholders through open, transparent, and honest communication. Clearly articulate the reasons behind the proposed changes, emphasizing how they align with overarching goals and the positive impact they can bring to the grant administration process.

Identifying sources of anything means: listen, listen, listen. And then learn how to listen more deeply. Plenty of books and tools exist to help us learn that - and the systematic, practicable skill of listening actively and comprehensively, conceptually and contextually, architecturally, and adaptively is one of the stellar. Listening cannot be a step in getting what we want or hearing what we want; it must be its own thing that may take us where we did not expect.

Effective organizational leaders must look to the future in order to reach goals and avoid complacency and stagnation. However, implementing change is no easy feat. Creating a change management plan is essential to successfully implement change and should be utilized to guide the team towards future successful change. According to Karaxha (2019), organizations will always have a need for change and should prioritize the process for implementing change as well as strategic planning for a more productive outcome with less resistance to change. (p. 33) Karaxha, H. (2019). The Importance of Implementing Changes in Organizations. The Romanian Economic Journal, 25–36.

Going to the best physician of the world to get a perfect prescription is not the recipe of good health. Without patient engagement nothing will happen. Following this analogy, stakeholders must be engaged otherwise no success. Question is how to engage them? Exercise your persuasion! Instead of putting pressure or explaining risks and impacts, focus on clarifying advantages your stakeholders will get if they do what is needed. They have to understand what is there for them to encourage their all-in!

Highlight the Benefits of Change Demonstrate the tangible benefits that the proposed changes bring. Whether it's enhancing efficiency, improving collaboration, or ensuring compliance, showcasing the positive outcomes helps stakeholders understand the value of change. Real-life examples and success stories can be powerful tools in this communication.

Do not overload the new grant administrator with work outside their grant responsibilities until they are filling the stakeholders needs. Such as reporting on time to the grantor and reporting clearly to the programs who are receiving grants

Effective communication is the foundation of organizational success. To lead an organization to success, the organizational leaders must be able to communicate effectively the future vision and demonstrate the ability to lead the change. Trust between leaders and stakeholders is essential for successful change management.

Prioritize personalized communication. Tailor your dissemination and narrative approach to address both individual and group stakeholder concerns, emphasizing the specific benefits of the change for each role and team. This priority engagement fosters understanding and cooperation, paving the way for a smoother transition.

Absolutely, involving stakeholders in the change management process fosters a sense of ownership and commitment, leading to smoother implementation. Resistance often stems from feeling excluded, so engagement is crucial for project success. Well-managed stakeholder relationships contribute significantly to positive project outcomes.

The "my way or the highway" approach to grant development and implementation may seem attractive in meeting goals and timelines but it almost always inevitably is a recipe for delay or, worse, failure. The reality is that most if not all grants mirror change in some form. A critical first step with the grant process is to identify all those who will be involved, will benefit, and could be a affected. These are the stakeholders and the most beneficial and effective means to demonstrate that the change reflected in the grant is to involve these stakeholders from the outset. It also means demonstrating these stakeholders have an ongoing role and that you will respect, listen, and, if necessary, adjust what is happening based on their input.

Any plan requires team engagement in order to succeed. But how can we have stakeholders committed and fully engaged? They have to truly believe the plan is their plan. I.e.; each individual has to feel that he/she build the plan. Otherwise engagement will be below 100%. In order to do that, it is important to get stakeholders involved where the team can have a co-creation perception. Once you have shared ownership it will be easier to establish some call for actions and count on highest level of commitment. From that point execution and monitoring are keys to keep the team motivated and following plan evolution.

nvolve Stakeholders Early in the Process Resistance often stems from a sense of exclusion. Involve stakeholders from the early stages of change planning. Seek their input, listen to their concerns, and co-create solutions. When stakeholders feel their voices are heard and their perspectives valued, they are more likely to embrace, rather than resist, change.

In my experience we need to include key stakeholders in the decision-making process. Their input can provide valuable insights and make them feel more invested in the changes.

In project dynamics, training is a linchpin for joint problem framing. Sessions cultivate shared understanding through interactive methods and feedback mechanisms. Attitudinal shifts are induced by transformative experiences, exemplifying the need for change. Tailored learning fills knowledge gaps, fostering dynamic expertise. Practical application is emphasized, linking theory to daily practices. Adequate resources, guidance, and support networks ensure effective knowledge translation. Training transcends a checkbox, fostering collaboration and resilience in problem-solving, amplifying project success.

Grants can be difficult to manage. If you don't have a back office support to assist the SMEs/Scientists etc. You could lose funding for various reasons: Failing to regularly monitor performance so to detect and correct problems. Failing to start project on time and completing it within a timely fashion. Failing to submit final products. Furthermore, the amount of funding could be for a limited duration and amount. Some organizations are resistant to going after grants because funding may not be available in a few years or the program is graduated and nolonger eligible. To improve adoption, leaders must ensure back office staff is available to support and researchers are constantly going after new grants.

It doesn't matter how good the new patch seems to be, there will be resistance. Based on that, my two cents are the following: First define objective. Where you want to go and why. Then map current game floor. It means, players, roles, pros and cons for the company, founders and all stakeholders. Select the most positive ones to prepare your "sales pitch" based in dreams and desires. Also important is to map what needs to let go and the pain (or grief) this might cause to stakeholders. Also prepare your sales pitch to overcome resistance and objections by addressing those painful items from the change in course.

Fostering Collaboration in Change Overcoming stakeholder resistance in grant administration is not a battle to be won but a collaborative journey to be navigated. By prioritizing open communication, involving stakeholders, and addressing concerns with empathy, change becomes a shared endeavor. In embracing the human side of change, grant administrators can build a culture where transformation is not feared but embraced as a catalyst for progress.