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Lean Six Sigma is often associated with data, analysis, and problem-solving tools. Yet some of the most successful projects succeed not because the data is better, but because the people involved are willing to engage with change. In this article, I’ll explain why stakeholder management is often the hardest part of any improvement project, how successful Black Belts build support for change, and why the ability to influence people is just as important as the ability to analyse data.
By John Ryan
When people think about Lean Six Sigma, they often think about statistics. They picture spreadsheets, charts, process maps, root cause analysis, and data-driven decision making. Those things are certainly important. In fact, they are some of the reasons organisations adopt Lean Six Sigma in the first place. But after years of working with improvement projects across multiple industries, I’ve come to a simple conclusion: the hardest part of most improvement projects isn’t the data. It’s the people.
That might sound surprising coming from someone who has spent a career helping organisations solve complex business problems using structured improvement methodologies. Yet some of the most successful projects I’ve seen weren’t successful because the data was better. They were successful because the people involved were willing to engage, collaborate, and embrace change. Likewise, some of the most technically sound projects I’ve encountered struggled because people weren’t ready to move forward. The reality is that improvement is rarely just a process challenge. More often, it’s a people challenge.
One of the great strengths of Lean Six Sigma is its ability to bring clarity to a problem. When a team takes a structured approach, collects meaningful data, and analyses the root causes of an issue, the path forward often becomes much clearer. The data can highlight waste, identify bottlenecks, and reveal variation, inefficiency, risk, and missed opportunities. In many cases, the analysis points very clearly towards what needs to happen next.
The challenge is that identifying the solution and implementing the solution are two very different things. Just because the data says something should change doesn’t mean people will automatically support the change.
I don’t believe most people resist improvement because they dislike improvement. More often, people resist because they have concerns that haven’t been addressed. They may worry about increased workload, be uncertain about how a new process will affect their role, or have seen previous improvement initiatives come and go without delivering lasting results. Sometimes they simply don’t believe the proposed solution will work in practice.
This is where many improvement professionals encounter their biggest challenge. The project team can see the opportunity clearly, the data supports the recommendation, and the business case is compelling. But unless the people affected by the change are engaged, progress can stall very quickly.
One lesson I’ve learned over the years is that different people respond to different forms of influence. Some people are persuaded by evidence. Show them the data, explain the analysis, and they’ll quickly see the logic. Others need to see the improvement in action before they believe it. They want proof that the change works in the real world. And sometimes there are situations where organisational priorities require a decision to be made and leaders need to provide clear direction.
Understanding these differences is incredibly important for anyone leading an improvement project. Too often, improvement professionals assume that if they present enough data, people will automatically support the solution. In reality, influencing change requires a much broader skillset.
When people enrol on a Lean Six Sigma Black Belt programme, they often expect to develop technical expertise, and they do. They learn advanced problem-solving techniques, statistical analysis, project management tools, and structured improvement approaches. What often surprises them is how much time they spend developing leadership skills.
Successful Black Belts need to communicate clearly, facilitate discussions between people with different priorities, manage stakeholders, overcome resistance, navigate organisational politics, and build trust. In many ways, a Black Belt becomes the bridge between the technical solution and the people who need to make that solution work.
One project stands out in my mind because it demonstrated just how important the human side of improvement can be. The organisation had identified an opportunity to improve performance and the data was clear. The analysis pointed towards a solution that would deliver significant benefits and, from a technical perspective, the project was in a very strong position.
The challenge was that some of the people affected by the proposed changes were not convinced. The project team had to spend considerable time listening, discussing concerns, explaining the rationale, and building confidence in the approach. It wasn’t the statistical analysis that determined success. It was the team’s ability to engage stakeholders and bring people with them.
Eventually the project achieved its objectives, but the experience reinforced a lesson I have seen repeated throughout my career. People support what they help create. When stakeholders feel involved in the process, improvement becomes something they are part of rather than something that is being done to them. At the end of every project I ask candidates to identify their lessons learned. Things they would do differently next time. By far the most common lesson is “I should have engaged with stakeholders earlier in the project”.
The organisations that achieve the greatest results through Lean Six Sigma understand this principle. They don’t treat improvement as a technical exercise. They treat it as a leadership exercise. They invest in developing people who can analyse data, certainly, but who can also communicate effectively, influence positively, and guide others through change. Because ultimately, processes don’t improve themselves. People improve them. Technology doesn’t drive sustainable change on its own. People do. Data identifies opportunities. People make those opportunities a reality.
That observation has been true for almost every significant improvement project I’ve been involved with.
As organisations become more complex, the ability to lead change is becoming increasingly valuable. Technical expertise remains important, but technical expertise alone is no longer enough. The professionals who create the greatest impact are those who can combine analytical thinking with communication, leadership, stakeholder management, and influence. They can understand the numbers, but they also understand people. And when you can do both, that’s when meaningful improvement becomes possible.
One of the areas we emphasise throughout the Lean Six Sigma Black Belt programme at SQT is that successful improvement isn’t just about tools and methodologies. It’s also about learning how to influence, communicate, engage stakeholders, and lead change. Those capabilities are often the difference between identifying an opportunity and actually delivering results. Because while data may tell us what needs to change, people are the ones who make change happen.
Part 1 – Why Some Improvement Projects Deliver €300,000+ While Others Stall Before They Start
Frequently Asked Questions
What is the hardest part of a Lean Six Sigma improvement project?
The hardest part of many Lean Six Sigma improvement projects is not analysing the data or identifying a technical solution; it is managing the people side of change. Successful projects require stakeholder engagement, communication, trust and the ability to influence people who may have different priorities or concerns.
Why is stakeholder management important in Lean Six Sigma?
Stakeholder management is important because identifying the right solution does not automatically mean people will support or implement it. Lean Six Sigma practitioners need to understand who will be affected by a change, listen to their concerns, involve them in the process and build support for the proposed improvement.
Why do people resist process improvement and organisational change?
People may resist change because they are concerned about increased workload, uncertain about how a new process will affect their role, sceptical because of previous improvement initiatives, or unconvinced that the proposed solution will work in practice. Understanding the reasons behind resistance can help project leaders address concerns and build engagement.
How can Lean Six Sigma practitioners overcome resistance to change?
Lean Six Sigma practitioners can reduce resistance by engaging stakeholders early, listening to concerns, communicating the reasons for change and involving affected people in developing the solution. Different stakeholders may also require different approaches: some respond strongly to data and evidence, while others need to see how a proposed improvement will work in practice.
What leadership skills does a Lean Six Sigma Black Belt need?
Alongside technical and analytical expertise, a Lean Six Sigma Black Belt needs strong communication, stakeholder management, facilitation, negotiation, influencing and leadership skills. These capabilities help Black Belts bridge the gap between identifying a technical solution and successfully implementing it within an organisation.
Are soft skills important in Lean Six Sigma?
Yes. Soft skills are critical to successful Lean Six Sigma projects because improvement ultimately depends on people adopting and sustaining change. Analytical tools can identify problems and opportunities, but communication, influence, trust-building and stakeholder engagement help turn those insights into lasting improvements.
When should stakeholders be involved in an improvement project?
Stakeholders should be engaged as early as possible rather than waiting until a solution has already been developed. Early engagement gives people an opportunity to raise concerns, contribute practical knowledge and become involved in shaping the improvement. As John Ryan notes, one of the most common lessons learned by improvement practitioners is that they should have engaged stakeholders earlier.
Is Lean Six Sigma only about data and statistics?
No. Data and statistical analysis are important parts of Lean Six Sigma, but successful improvement also requires leadership and people skills. Data can identify waste, bottlenecks, variation and opportunities for improvement, but people are ultimately responsible for implementing and sustaining the resulting changes.
Why do technically strong improvement projects sometimes fail?
A technically strong project can struggle if the people affected by the proposed change are not engaged or convinced. Even when the analysis and business case are strong, implementation can stall if stakeholder concerns have not been addressed. Successful improvement therefore requires both a sound technical solution and effective change leadership.
What makes a successful Lean Six Sigma Black Belt?
A successful Lean Six Sigma Black Belt combines analytical and problem-solving expertise with the ability to communicate, influence, manage stakeholders and lead change. The most effective Black Belts understand both the numbers and the people involved, helping organisations turn improvement opportunities into sustainable results.
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