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Solved! Describe how a change leader can increase stakeholder support and create momentum for a change initiative to be successful

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05 Nov 2025 — 2 min read

Describe how a change leader can increase stakeholder support and create momentum for a change initiative to be successful

Describe how a change leader can increase stakeholder support and create momentum for a change initiative to be successful. If you were leading change in your organization, how would you encourage collaboration with your team and encourage their buy-in to the change? Why might you want to consider including the most vocal critic of the change initiative in your guiding team?

Sample Expert Answer

Change leader can increase the support of a change through clear communication, engagement and providing a clear path. Followers or employees are usually keen on the type of communication, given that it influences their level of attention to what is communicated (Decuypere & Pircher Verdorfer, 2022).

By displaying clear communication, change leader will not only attract the attention of the followers but also build their trust as they know the direction required to achieve the ultimate goal (Amir, 2022). Besides, engaging all stakeholders can increase stakeholder support and create momentum for a change initiative to be successful. This assertion is because followers are likely to support the initiative, especially when they know their opinion counts.

If I am a change leader in my organization, collaboration with my team and encouraging their buy-in to the change will be my top-most priorities. My focus would be to incorporate the opinion of every member including critics as a way of fostering ownership of the change. However, encouraging stakeholders’ buy-in to the change will require techniques such as connecting the change to personal and professional benefits, ensuring training and resources are provided, and recognizing those who champion and adapt positively to the new direction. Additionally, focus would also be on addressing concerns to show that change is a shared journey instead of a top-down directive.

My other tactic would be the inclusion of the most vocal critic to the team. The goal of introducing these individuals is so that they can highlight blind spots in the change process, which the rest of team members could be reluctant to communicate. The goal would be to bring on board critics, listen to their opinion, build trust and relevance, and then convert them to be advocates for the change process (Tam et al., 2023). The rest of the followers are likely to follow the process, especially when it is clear that critics are now supporting the change process.

References

Amir, M. T. (2022). Role of leaders’ positive communication in facilitating change. Journal of Business and Behavioural Entrepreneurship, 6(1), 87–96. https://core.ac.uk/download/pdf/541444321.pdf

Decuypere, A., & Pircher Verdorfer, A. (2022). Leader attentive communication: A new communication concept, validation, and scale development. Journal of Leadership & Organizational Studies, 29(4), 424–442. https://doi.org/10.1177/15480518221100922

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