Like trying to herd squirrels hopped up on energy drinks. First, let everyone passionately argue their points while you sip coffee and nod thoughtfully. Then, present a plan that’s basically a mashup of all their ideas but with fancier words so no one notices. If anyone questions it, just throw in phrases like “synergy” and “holistic alignment” until they feel too corporate to argue. Eventually, they'll think they're all on the same page—mainly because no one knows what page they're actually on anymore.

Conflicting opinions are positive sign and should not be taken as resistance. There is no "my way or highway" in change management. Some of those opinions conflict with your current change strategy however they might have more weightage. In order to get a unified approach, review the purpose and mission along with the team. Then analyze each opinion and identify pros and cons. One of the idea might get higher score or a combination of some ideas as a change strategy. In both cases, you will have a strong strategy and more commitment from the team based on their involvement in the process.

Start by acknowledging the different viewpoints and understanding the reasoning behind each. Actively listen to all parties, and then turn to data and analytics to guide the discussion. Summarize the key insights and invite all relevant stakeholders to a meeting to discuss the situation. Present the data points, clarify the goals and objectives if needed, and reinforce their importance. Encourage open and constructive dialogue by addressing the core issues directly ("putting the fish on the table") and seek alignment based on neutral assessments and data-driven conclusions.

When people are facing the uncertainty of change they get uncomfortable and anxious. What shows up are emotional reactions, often unconscious, arising from limiting beliefs that do not align with what the change implies. These beliefs are individualised and may not necessarily be common. As a result, there is conflict in deciding how to approach and manage the change. As a leader, one should try to empathetically listen and understand the belief systems from which the conflicts arise. This requires a psychologically safe and trusted space in which people can share vulnerably and freely without feeling to be at risk. The leader can help reframe the limiting beliefs to help them understand the value proposition of the impending change.

To navigate conflicting opinions on change strategies towards a unified approach: 1. Facilitate open discussions to understand different perspectives. 2. Identify common goals and values to find a shared purpose. 3. Use data and evidence to evaluate the merits of each strategy. 4. Seek consensus through compromise and collaborative decision-making. 5. Communicate the final decision clearly, explaining the rationale and benefits.