When a stakeholder doesn’t engage with your change communications, it’s easy to assume they’re being difficult, or that you’re doing something wrong. In this episode of Decoding Confidence, Advita Patel explores another possibility: most people aren’t difficult, they’re different. Using the DISC framework, the latest workplace research and real examples, she shares practical ways internal communications and HR professionals can influence leaders and build trust during change.
Why stakeholders seem difficult during change
During transformation, everything moves at pace. We rely on what Daniel Kahneman calls System 1 thinking: fast, intuitive and shaped by past experience. That makes it easy to communicate the way we like to be communicated with, and to read a different preference as resistance. Often the problem isn’t the person. It’s a mismatch in how we each prefer to receive information.
The research shows why this matters. The CIPD Good Work Index 2026 found a quarter of UK employees experienced conflict at work in the past year, and just over half simply let it go. Gartner found only 45% of employees realised the change goals their organisation set. And Gallagher’s 2026 Employee Communications Report found 61% of organisations have no formal approach to change communication.
The 4 DISC communication styles
- D, Dominance: lead with the decision, the impact and the bottom line.
- I, Influence: connect through people, energy and vision.
- S, Steadiness: give time, reassurance and clarity about what will stay the same.
- C, Conscientiousness: share evidence, detail and your rationale.
DISC is a guide, not a label. Most of us are a blend, and our dominant style often shows most under pressure.
How to influence stakeholders when change moves fast
- Take a 30-second pause before an important message and ask who it’s for.
- Listen for clues in how people write, talk and ask questions.
- Keep one core message, and tailor the order and packaging to each style.
- Ask, don’t assume: “What’s the best way to keep you updated on this?”
- Go to leaders as an adviser with a clear recommendation.
- Keep a simple note of what works with each stakeholder.
What to do when a stakeholder still won’t engage
Get curious before you get frustrated, as silence is often about capacity, not opposition. Have an honest conversation in their style, find another trusted route in, and escalate cleanly if you need to. Above all, remember that a stakeholder not engaging is rarely a verdict on your ability or your experience.
Frequently asked questions
What are the 4 DISC communication styles? Dominance, Influence, Steadiness and Conscientiousness. Each describes how someone prefers to receive information and make decisions.
How do you handle a difficult stakeholder during change? Start by working out how they prefer to communicate, then adapt how you package your message. Ask what works for them, and treat silence as a prompt for a conversation rather than a sign of resistance.
Why don’t leaders engage with change communications? Often it’s a mismatch in communication style, combined with workload. Gallup found manager engagement fell from 27% to 22% in 2025, so many leaders are stretched too.
Sources
Each figure was checked against the original report or the publisher’s own release.
| Statistic used | Source | Published |
|---|---|---|
| 25% experienced conflict; 51% let it go; 32% fully resolved; 55% vs 76% job satisfaction | CIPD Good Work Index 2026 (5,074 UK employees) | July 2026 |
| 45% realised change goals; 36% of leaders say teams wait to see if change sticks | Gartner HR research press release | October 2025 |
| Manager engagement fell from 27% to 22% in 2025; managers no more engaged than individual contributors | Gallup State of the Global Workplace release | April 2026 |
| 61% have no formal change comms approach; high message volume linked to 30% rise in leadership trust risk | Gallagher 2026 Employee Communications Report release (1,300+ respondents, 40 countries) | March 2026 |
| System 1 and System 2 thinking | Daniel Kahneman, Thinking, Fast and Slow (Farrar, Straus and Giroux) | 2011 (framework, |
Listen and connect
Listen to the full episode above or on your favourite podcast app. Want to go deeper? Read Decoding Confidence, take the Confidence Quiz, or get in touch to explore your or your teams DISC profile.