Stakeholders Analysis

Template
Title: Stakeholders Analysis Template
File name CMO - 100 PP - 113_003 Stakeholders Analysis Template
Version 1
Revision
9/21/2017
date
Area Change Management
Process Prepare and Plan
 Field Name
Stakeholder Name / Identifyier

Stakeholder/
Stakeholder Type

Stakeholder Group Size

"Geographic Distribution /
Location"
Stakeholder Type
Stakeholder Point of Contact

Current State
Desired State (Date)

Change Influence

Change Complexity

Change Impact

Tactics/Key communication
messages
Challenges or constraints
Notes
 Description of the field
The specific names of departments or individuals within the Key Stakeholder Group/Function

The individual or group affected by the change. As such, they play an important role in the short-term (achieving change) and long-term
(sustaining change) success of a project.
Based on the Change Management good practices, Stakeholders will be categorized as follows:
Sponsors: The individuals who have the role authority or power, resources, and credibility within the organization to: make decisions about
the need for a change, legitimize it (make it understandable and acceptable), initiate the change and ensure follow-through on it. If a change
involves more than one team, department or organization, the sponsor(s) need(s) to be the individual(s) who has/have organizational
authority over all the work units who will be involved in the change. This individual or group influences peers and other senior leaders to
gain support and provide leadership to achieve the stated vision.
Advocates: The individuals who are strong supporters of a change but do not have the role power or resources to sanction the change.
Advocates need to find sponsors for their desired change projects.
Change Agents: The individuals who have the responsibility for managing and reinforcing the change. Functional or social leaders, middle
management, and subject matter experts from different areas in the organization who are trusted by colleagues, stakeholders, and
executives for their insight into and understanding of the organization. These individuals may be selected for their (informal, non-
hierarchical) network and influence (without authority) over other individuals or groups. They model the required behaviors in their areas,
provide feedback on change activities, and actively engage with others around change activities.
Targets: The individuals who will be affected by the change and required to make changes in their own work roles, processes, attitudes
and/or behaviors. Before an individual can be a sponsor or a change agent, he or she must first be a target.
External influencers: Individuals outside the immediate sphere of change who have indirect interest in its proceedings and who may have
influence with any of above four types of people.

When referring to a stakeholder group as opposed to an individual

Where the stakeholders reside by geography or work site type (e.g. APO, SLP, SAL or Pabellon M, PIIT, Toyota, etc...)
Sponsor, Partner, supplier, contractor, competitor, MOS, Final customer, user, collaborators, union
The individual who will be responsible managing the stakeholder group (can be a member of the project team, an individual within the
change network, or a department lead).
Current position of the stakeholder(s) on the Change Commitment Curve (awareness, understanding, adoption, ownership)
Not Aware - do not know about the change.
Awareness - Is aware and sensitive about what is happening or that a change will happen.
Understanding - Build understanding of the potential benefits for the stakeholders, why the new systems or processes are needed.
Acceptance - Create ownership of the change, so stakeholders feel included and are eager for acceptance/adoption of the new or updated
processes and technologies.Willingness to perform as the change requires.
Commitment - Participates in facilitating change. State of being engaged to the change and the implications along. Ownership of the
change.
* Target Level of Commitment: the targeted position of the stakeholder(s) on the Change Commitment Curve at one or more dates in the
future. The dates used should coincide with the significant milestones of the project (e.g. end of design, go-live)
Not Aware - do not know about the change.
Awareness - Is aware and sensitive about what is happening or that a change will happen.
Understanding - Build understanding of the potential benefits for the stakeholders, why the new systems or processes are needed.
Acceptance - Create ownership of the change, so stakeholders feel included and are eager for acceptance/adoption of the new or updated
processes and technologies.Willingness to perform as the change requires.
Commitment - Participates in facilitating change. ChState of being engaged to the change and the implications along. Ownership of the
change.

Level of influence driving, stopping or seriously delaying the project.

High - Significant Influence.
Medium - Moderate Influence.
Lower - Minimal Influence.
Level of Complexity implementing and managing change for audience based on group size, geographic distribution and role disparity.
High - High Complexity.
Medium - Moderate Complexity.
Lower - Low Complexity
Level of impact in frequency, volume and complexity of work, responsibilities, and/or skill and knowledge requirements. A high impact rating
may be also assessed if potential new roles are created as a result of the change.
High - High Complexity.
Medium - Moderate Complexity.
Lower - Low Complexity

Tactics/Key communication messages to address concerns and gain commitment from stakeholders

Unique challenges or constraints for a specific stakeholder group (e.g. computer access/literacy, remote work locations, language barriers)
Additional open points regarding the stakeholder(s) that should be considered
 Stakeholder Type
(Sponsor, Change Agent,
Stakeholder Name / Identifyier
Advocate, Target, External
Influencers)

Houlry Union Employees Targets

Salary employees Targets & Change Agents

Union leadership Targets & Change Agents

Plant Staff Sponsors

HD Team Change Agents

Other plants external influencers

 Geographic Distribution /
Location
Stakeholder Group Size
(MX, USA, GER,… or
(when applicable)
APO, SLP, SAL… or
Pabellon M, PIIT, Toyota...)

1500 Etown Plant

270 Etown Salary employees

5 Etown Union

12 Etown

8 Etown

5 USA Region
 Current state of the stakeholders
Stakeholder Point of Contact towards the change
(Coordinator, Group/Team lead, Project (not aware, awareness,
Lead, Informal lead, Change Agent) understanding,acceptance,
commitment)

Varina McDuffie/Rebecca Armstrong Understanding

Group Leader Understanding

Team member Understanding

Leader Acceptance

change Agent commitment

change Agent awareness

 Desired state of the stakeholders
towards the change
(not aware, awareness,
understanding,acceptance,
commitment)
What is the level of
What is the level of
influence that the
Complexity of the change
stakeholders have for the
for the stakeholders?
change to happen?
(High, Medium, Low)
(High, Medium, Low)

Committed medium low

commitment medium medium

commitment high low

commitment high low

commitment high high

awareness low low

 At which level does the
What are/ would be the stakeholders' goals and
change impacts the
expectations from the change?
stakeholders?
(Brief Description)
(High, Medium, Low)

to have uniforms ready and avaialble as needed

high

Medium *Accountability for employees

high minimal disruption for employees

MOS compliance, reduced cost, accountability,

Medium
fairness, minimal disruption

Improved process, cost savings, minimal disruption for

high
employees

low watch to see what happens

 What are/ would be the stakeholders' motivations
and incentives
(i.e., intrinsic and tangible rewards)?
(Brief Description)

to have uniforms available

* easier to identify employees and hold them

accountable, be more aligned to MOS standards

reduced cost, fairness

MOS compliance

Improved process, cost savings, minimal disruption for

employees

for it to not negatively impact their process or plant

 What are/ would be the stakeholders' concerns
about this change?
(Brief Description)

Cost more money, uniforms aren't available, are not

comfortable, difficulty in getting them,

*process doesn't work properly

process doesn't work properly, or adds employee

complaints or adds employee discipline

process doesn't work properly, or adds employee

complaints or adds employee discipline

process doesn't work properly, or adds employee

complaints or adds employee discipline

it negatively affects their plant

 Potential implications if concerns are not
addressed
(Brief Description)

*Unhappy/ low morale workforce (employees)

*Loss of people information
*Waste of money

*Unhappy/ low morale workforce (employees)

*Loss of people information
*Waste of money

*Unhappy/ low morale workforce (employees)

*Loss of people information
*Waste of money

*Unhappy/ low morale workforce (employees)

*Loss of people information
*Waste of money

*Unhappy/ low morale workforce (employees)

*Loss of people information
*Waste of money

could have business impact there

 General challenges or constraints
(e.g. computer access/literacy, remote work locations,
language barriers)

Size of facility and number of people impacted.

Size of facility and number of people impacted.

Size of facility and number of people impacted.

Size of facility and number of people impacted.

Size of facility and number of people impacted.

location
 Tactics/Key communication messages
Notes
(to address concerns and gain commitment from stakeholders)

Tactics:
* Regular meetings to show status and progress of the project
*Have transparent communication with them
Messages:
* turn in timeline
* pick up timeline
* laundering process
* replacement process

Tactics:
* Regular meetings to show status and progress of the project
*Have transparent communication with them
Messages:
* turn in timeline
* pick up timeline
* laundering process
* replacement process

Tactics:
* Regular meetings to show status and progress of the project
*Have transparent communication with them
Messages:
* turn in timeline
* pick up timeline
* laundering process
* replacement process

Tactics:
* Regular meetings to show status and progress of the project
*Have transparent communication with them
Messages:
* turn in timeline
* pick up timeline
* laundering process
* replacement process

Tactics:
* Regular meetings to show status and progress of the project
*Have transparent communication with them
Messages:
* turn in timeline
* pick up timeline
* laundering process
* replacement process
Awareness of the change and timing of the change
Change Scales Mindset Stakeholder Type
Low Not Aware Sponsor
Medium Awareness Change Agent
High Understanding Advocate
Acceptance Target
Commitment External Influencers