Jake has been with Brightline for over 20 years. Hes known for his deep operational knowledge, a strong sense of loyalty to his team, and his skepticism of new systems that he feels are developed by people who have never set foot in a warehouse. Though Jake never outright says he opposes the Beacon Initiative, he:
- Misses important stakeholder meetings
- Delegates project responsibilities to junior staff without context
- Dismisses recommendations from the implementation team in front of his staff
- Undermines the value of the project in hallway conversations and private calls
Samantha has tried to engage Jake in one-on-one conversations and has sent tailored emails highlighting how the new system will solve specific pain points hes mentioned in the past. Jake listens but continues to act aloof and disconnected. Meanwhile, his team is now mirroring his behavior, creating major resistance at a key regional site.
Samantha is under pressure. The Chief Operating Officer (COO) and project sponsor want regional buy-in before the next rollout phase begins. If Jake continues to resistopenly or passivelythe Mid-Atlantic region will be left behind, and morale elsewhere could begin to falter.
Your Task
You are part of an internal consulting team brought in to help Samantha diagnose and manage the stakeholder resistance surrounding Jake. You must prepare a briefing memo or action plan with the following components:
1. Stakeholder Assessment
- Profile Jakes stakeholder characteristics:
- Power, influence, and interest levels
- Current behavior and communication style
- Impact on other stakeholders
Identify other key stakeholders who could act as allies, bridges, or blockers in managing the situation.
2. Root Cause Analysis
- Based on the case, what do you believe are Jakes underlying concerns or motivations?
- Is he resisting the project, the change, the people leading the change, or something else?
3. Engagement Strategy
Propose a three-pronged plan to re-engage Jake and reduce passive resistance:
- Short-term communication and rapport-building strategy
- Organizational or political tactics (e.g., influence mapping, executive support)
- Consequence management or escalation plan (if behavior continues)
4. Preventive Measures
- Suggest two systemic or cultural changes Samantha can implement to reduce similar stakeholder behavior across other regions.
Requirements:
- There is no minimum or maximum required number of pages. Your analysis will be considered complete if it addresses each of the components outlined above.
- Use of proper APA formatting and citations. If supporting evidence from outside resources is used, those must be properly cited. A minimum of 3 – 5 sources (excluding the course textbook) from scholarly articles or business periodicals is required.
- Include your best critical thinking and analysis to arrive at your justification.
Requirements: whatever it says on the requirements
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