What are Stakeholder Interviews, and what are best practices, tools and templates for teams and organizations?
Definition of Stakeholder Interviews
A Stakeholder Interview is a discussion conducted with high- or low-level stakeholders in the organization regarding the change program. These interviews provide a deeper sense of the budget, timeline, and objectives for the change program as well as the people involved in the organization and its competition. The purpose of the stakeholder interview is to help outside change-makers gain a better understanding of the organization and the way it operates as well as what the stakeholders hope to achieve with the change.
Description of Stakeholder Interviews
There are four steps that need to be followed to conduct a successful Stakeholder Interview:
1) Plan your interview – Determine what information you would like to obtain from the stakeholders about the organization (e.g., the clientele, employees, technology, etc.) and what level stakeholder will be able to best provide the desired information. During this step, it is also important to delegate responsibilities amongst your team, and ensure that each team member has supplies for their interview (e.g., recording device, paper, pencils etc.). Finally, determine when the interview(s) will be conducted and how much time is appropriate to spend to conduct the interview(s).
2) Prepare your field guide – In the guide it is important to include an introduction, the purpose of the interview and some language that encourages the stakeholder to provide candid responses. The guide should also contain a broad range of questions; some general and some more related to the topic about which you determined earlier.
3) Conduct the interview – To start the interview, it is important to (re)introduce yourself and the reason for the interview. It is advisable to start with a broad question before jumping into the more detailed ones, as it might take a while for the stakeholder to begin to open up and provide more content-rich responses. Conclude the interview by asking about the stakeholders aspirations for the change program and projected results.
4) Document the findings – Create transcripts of the interview to be shared with the entire team and refer back to it as the change program is implemented. It is in one’s best interest to also keep the original audio files, back-up typed documents and take photos of any handwritten notes.
Tools & Templates
Stakeholder Interview guides and transcripts are often developed as documents and then shared through presentations.
upBOARD's Online Stakeholder Interview Tools & Templates
Unlike most traditional Stakeholder Interview templates in MS Word, Excel, or PowerPoint, upBOARD’s online Stakeholder Interview collaboration tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other change management best practice tools and templates, including:
AIM Accelerated Implementation Methodology, Beckhard & Harris Change Process, Boston Consulting Group Change Delta, Brainstorming, Bridges’ Leading Transition Model, Burning Platform, Case for Change, Change Fatigue, Change Management Curve, Change Management Impact Analysis, Change Management Maturity Model, Change Management Levers, Change Management Plan, Change Management Roadmap, Change Proposal, Change Readiness Assessment, Change Resistance Management Plan, Change Risk Assessment, Change Success Metrics, Communications Planning, Core Values, Deming Change Cycle, EASIER Change Management, Employee Engagement Plan, Feedback Capture Grid, Focus Groups, Geert Hofstede’s 6 Dimensions of Culture, GE Change Acceleration Process, Go-Live Planning, Head, Heart and Hands Model, Kotter’s 8-Step Change Model, Kubler Ross Change Curve, Lewin’s Change Management Model, Maurer’s 3 Levels of Resistance, Nudge Change Model, People Centered Implementation, Performance Support, Process Mapping, Sponsor Roadmap, Stakeholder Analysis, Stakeholder Interviews, Switch Change Framework, User Acceptance Testing, VRIO Framework and What’s In It For Me (WIIFMs).