Two key stakeholders clash on change strategies. How can you navigate their conflicting opinions effectively?

Be a good listener. Listen to both sides sincerely and without any bias. Ask any clarifications, if required. Understand their point of view thoroughly. This is necessary to ascertain the points of conflict. This understanding will help you in arriving at a mutually agreeable solution.

When 2 key stakeholders are clashing, the good news is that they're both clearly invested in your success. If your team has done a Stakeholder Mapping exercise (2x2 matrix) you'll already have a good handle on: a) how influential each stakeholder is b) which individual on your team is proactively managing the relationship with each stakeholder c) how exactly each stakeholder gauges your success To reduce the conflict: Explore with each stakeholder (separately + together) their specific concerns + priorities. Test your assumptions. Are there any synergies? In the case of conflicting priorities, can the 2 stakeholders agree which are non-negotiable vs. flexible? Transparency is key to maintain the trust + support of both parties.

Three things that will help: - Mutual Collaboration - Conversation. - Understanding All in all, the art of communication is what will help each stakeholder understand the others perspective better. It will more than likely help them reach their goals together, once they have an understanding of what they are wanting to accomplish.

If you don't have disagreement either your team is disengaged, disinterested or fearful. Encourage the disagreement and encourage open dialogue. Sometimes a little "management by leaving the room" will facilitate the mediation of their own differences. Where it doesn't, discuss to the point where everyone is satisfied they have been fully heard, explain the thinking behind the decision that is ultimately made and then confirm commitment notwithstanding disagreement.

Navigating a clash between key stakeholders on change strategies involves fostering open communication and finding common ground. Start by scheduling a meeting where both parties can express their perspectives and concerns. Act as a neutral mediator, ensuring that each side feels heard and respected. Identify shared goals and objectives to highlight common interests. Encourage a collaborative approach to brainstorming solutions that incorporate elements from both strategies. Emphasize the importance of the organization's overall success and remind them that compromise can lead to innovative and effective solutions. Finally, document the agreed-upon strategy and establish a clear action plan to move forward.

Procuro sempre entender quais interesses sejam comuns ou que tenham alguma semelhan?a entre as partes, para deste ponto em diante destacar benefícios para ambos e avan?ar com o diálogo em busca de colabora??o mútua.

My opinion is that you start with identifying common ground and ultimate goal agreement. Starting here brings the opposing philosophies closer together. Most of the time, people aren't so far apart in their thinking. If you create the understanding that the goal is the same and there are commonalities between them, you are starting closer. Next should be calming any emotions being displayed. In coaching, emotions are typically tied to deep seeded beliefs about something - it takes a bit of work, but getting under that "why" can also lead to better communication and create common ground. Doing this allows for a slight pivot in thinking that may create a more cohesive view of the path.

There are few things that match the effectiveness of a conversation. Consider a neutral space where both parties will be more open to hearing and communicating ideas. What is important at this stage is your two parties to walk away with greater understanding, rather than a solution.

If you stick to the numbers you'll see what works and what doesn't. If you're looking for alternatives you can use AI tools to present alternatives that can be calculated. ChatGPT, Gemini, and CoPilot are great for developing conceptual ideas that can be tailored to make cases fit.

1. Understand Both Perspectives: The first step is to truly understand the viewpoints of both sides. This involves active listening and asking probing questions to get to the core of their concerns and motivations. 2. Gather Data and Evidence: Decisions should be based on facts and data, not just opinions. Collect relevant information and evidence that supports each side’s arguments. 3. Identify Common Goals: Identify and emphasize these shared objectives to create a sense of unity. 4. Evaluate the Impact: Consider the short-term and long-term impacts of each proposed solution. 5. Encourage Collaboration: Foster a collaborative environment where both sides work together to brainstorm potential solutions.

A well-structured decision framework is typically a hallmark of robust and formalized corporate governance. When a company operates as an integrated system and embraces this framework, it significantly enhances its ability to achieve strategic objectives. Is by fostering a key objective mindset, that organizations are better equipped to make informed, strategic decisions that drive long-term success and sustainability.

Express or measure both solutions. Try to take the emotion out of the conversation by letting the numbers do the talking. The primary reason why you are in the room is because ou are a smart conversation partner. Keep your analysis smart as well by letting the numbers do the talking.

Conflicts are normal in change strategies with multiple stakeholders, and getting everyone's buy-in is crucial. Here’s how to handle it: Identify the change strategy causing the conflict. Meet with each stakeholder individually to understand their viewpoints, fears, and motivations, and note the impact on their roles. Understand the overall objective from the organization’s perspective. Summarize all points, find common ground, and identify alternative solutions. Present a complete roadmap to all stakeholders, assign responsibilities and timelines, and ensure collaboration and joint ownership. Clarity and communication are essential for resolving such conflicts effectively.

Compromise isn't agreement - get people in a room and get the stakeholders talking without defensiveness by ensuring that each gives the other the opportunity to share, and listens with curiosity. Be there to facilitate the conversation, and pave a path that includes both of their goals. Once each stakeholder believes their concerns are heard, and that their goals are important, you can help them see the goals that are prioritized by the organization and create a win-win situation. Remember if one person has to sacrifice their needs, then that might end up hurting the relationship in the long-run.

Le changement est un processus. Il est nécessaire de garder à l'esprit que tout le long de ce processus, il faut garder l'implication de chaque partie et opter pour des stratégies à long terme plut?t qu'à court terme.