Acredito que a decis?o deverá ser revisada entre as partes, e fazendo um pequeno escalonamento das divergências: Primeiro, refor?ando os pontos de convergência. Após a confian?a entre as partes serem restabelecidas, entra no ponto principal da divergência.

When key stakeholders are at odds over a decision, facilitation is crucial to move forward. 1) Start by creating a safe space for dialogue, ensuring all voices are heard. 2) Clarify common goals to align everyone on shared objectives. 3) Use structured dialogue techniques, like Liberating Structures, to foster balanced participation. 4) Explore underlying interests through active listening to uncover deeper concerns. 5) Encourage collaborative problem-solving to find solutions incorporating different perspectives. 6) Reframe the issue if needed, and guide the group to consensus by summarizing next steps and ensuring accountability. 7) Stay neutral and empathetic throughout.

Set a clear agenda: Define the meeting’s objectives at the outset. Foster open communication: Encourage everyone to express their ideas and concerns clearly and respectfully. Identify areas of consensus: In situations of disagreement, I seek to identify common ground, no matter how small. Offer alternative solutions: When a stalemate seems inevitable, I propose alternative solutions that reconcile the different positions. Manage time: When I notice that a discussion is dragging on or becoming unproductive, I intervene to redirect the focus or suggest a break for those involved to reflect.

Forward actions: I conclude each point on the agenda with clear actions and defined responsibilities, ensuring that the meeting produces concrete results and that the next step is well defined.

I believe this is a common scenario for L&D and facilitators. Eg. when a proposed training program or learning strategy is met with resistance, here’s an approach that may help you address the concerns and align with stakeholders, coming to an agreement on the way forward: -Acknowledge the feedback and understand the perspectives of each stakeholder. -Present your research & rationale behind your proposal. Explain the specific challenges the training addresses and how they align with organizational goals. Support with industry trends and internal data -Propose alternative solutions or timelines. If immediate implementation isn't feasible, suggest a phased approach that might meet the current priorities -Be flexible and ready to compromise.