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Stakeholder analysis

Understanding Stakeholder Analysis in Lean: A Comprehensive Guide

The client is at the heart of Lean, Lean gives more priority to people, this is the aspect that makes it different from the other methodologies. It can be the client’s desires, needs, satisfaction level with a product or service delivered to them. Further, the organization may consider other stakeholders such as their employees, suppliers, partner organizations, and governmental bodies.

Do you know and appreciate how each of your stakeholders expects to be taken care of and handled or better still what they do and do not want to be done by your business? This is exactly what stakeholder analysis, which is a cousin to the voice of the customer practices, seeks to understand. The insight provided has the potential of offering businesses profound learnings of what motivates and worries the people with an interest in your running their businesses.

Key Metrics in Stakeholder Analysis:

Influence of the Stakeholder – This metric evaluates how a stakeholder is likely to influence the actions that the improvement team might take. It reflects on how a stakeholder might be committed to ensuring the project is successful or demotivated, thereby slowing down their progress or stopping them altogether.

Importance of the Stakeholder – This metric evaluates how much does a stakeholder has interest in the activities that the improvement team that a stakeholder is likely to support whereas the other lies on the other end as a disrupter.

Steps to Perform Stakeholder Analysis:

1.       Identify Stakeholders: Visit the organizations analytical chart and create a list of all stakeholders involved or impacted by the improvement project. They may cover the organization’s employees, as well as suppliers and partner organizations among others.

2.       Classify Primary and Secondary Stakeholders: Stakeholders are divided into primary ones that have a direct importance and influence in the analyzed area, and secondary ones who may have no direct importance but can significantly influence the primary stakeholders. Employees and trainers are primary stakeholders, while governments and media can be secondary stakeholders.

3.       Give Importance and Influence Scores: The stakeholders should be prioritized as per their importance and influence competencies and scored using VH (very high), H (high), M (moderate), or L (low) based on both features.

4.       Categorize Stakeholders: Place stakeholders in four categories – player, stakeholder, influencer, and spectator – based on given scores. Respect the player, keep the stakeholder informed, satisfy the influencer but ignore the spectator.

5.       Determine Stakeholders’ Needs: Communicate with stakeholders and ask them what they want and need. Employees may require good working conditions, recognition, or personal growth opportunities.



By following these steps, businesses can navigate the complex landscape of stakeholder dynamics more effectively, ultimately fostering stronger relationships and achieving project success.

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