Stakeholders refer to any person or group who have vested interests and can be affected by the actions within an organisation. For example, customers are stakeholders that will be affected if the organisation changes the cost of their products. Meanwhile, within the organisation, employees are stakeholders that will be affected by significant management decisions.
To identify the relevant stakeholders, consider anyone who is directly involved or can be affected by your activities in the workplace. In the context of emotional intelligence, these will be whoever you interact with on a regular basis or collaborate on tasks with. The following is a guide for you to assess their level of interest or involvement in your activities (Watt, 2014):
1. Conduct a stakeholder analysis.
Identify how your activities and methods of interacting with others at work affect the stakeholders. Consider if your activities benefit them or support them on their own activities.
2. Assess the stakeholders’ influence.
Identify how much influence your stakeholders have over your work activities. It will help you figure out who to prioritise in your communications.
3. Identify the stakeholders’ goals and expectations.
Figure out or ask what the stakeholders want most from you and how they want you to achieve it.
Once you have identified who has the most involvement or influence over your activities, you should prioritise asking them for feedback. You should keep all your stakeholders involved and communicate regularly with them, but the stakeholders you have identified as the most important must be prioritised.
Reach out to these key stakeholders and ask for feedback regarding your emotional intelligence. Make sure that you seek feedback by doing the following:
Keeping an open line of communication with stakeholders keeps them updated and makes you accountable as you work on improving your emotional intelligence. When they are given regular updates, they may also be more inclined to support you with your activities.
The purpose of seeking feedback is to address issues and apply suggestions that were pointed out. See how you can integrate their recommendations into your interactions with other people and remember to follow up with them. Even if you decide not to use their suggestions, it helps to follow up with them and discuss why you ended up not using their suggestions. This shows that you value their input and are committed to improving your emotional intelligence.