When implementing change, it is likely to experience some noncompliance or resistance from several stakeholder groups. Addressing stakeholder groups needs to be strategic and specific to the group to reduce resistance and gain compliance. Some reasons for resistance include fear, lack of understanding, lack of trust, perception of change necessity, disruption in relationships, and threats to values or beliefs (Culek, 2020). To successfully manage change, it is vital for the leader to communicate clearly with stakeholders and set clear expectations before implementation. For example, with the direct team members. These team members need communication to include their training schedules, the affect on their work responsibilities, and day-to-day functions. Leadership must ensure the team is aligned, the vision of change is clear, and commitment of the team is achieved (Culek, 2020). Approaching stakeholder groups individually is important because each group will have different needs and values. For example, when communicating with investors, they will be most curious about the budget and return of investment with the change management plan.

Culek, C. 2020. Managing stakeholder resistance to change. https://www.batonglobal.com/post/managing-stakeholder-resistance-to-change#:~:text=To%20manage%20resistance%20before%20the,educates%20them%20about%20the%20project.

What is your comment/feedback on this statement. Please add 1 reference. Thank you.

FYI, this is the question of this answer:Reflect on resistance to change in different stakeholder groups, what strategies would you use to address the change with each group. Explain why these strategies are considered best practices? Support your strategies with evidence. In your response to peers provide an alternative strategy or strategies they can use to address change. Support your recommendation with evidence.