Stakeholder divide—where half the room is shouting "full steam ahead!" and the other half is clutching lifebuoys, crying "we're sinking!" To navigate this chaos, first, summon your inner diplomat and perhaps a large umbrella. Set up a meeting, but do it somewhere surreal, like a virtual hot air balloon—because nothing screams compromise like floating above the clouds. Encourage them to speak in riddles and interpret their conflicting feedback using interpretive dance. By the end, they’ll either find common ground or forget why they were arguing in the first place. Either way, success!

By shedding light on the points where they are most likely to agree, once they identify points in common it becomes easier to talk about the rest in a more empathetic way.

De Bono's Six Thinking Hats is a great approach to use in this situation. By getting everyone to think about the benefits or challenges or whatever of a situation at the same time, and know that the time to voice their concerns or experience is coming up and they don't have to fight for it, you can have the group identify common ground, while surfacing the different opinions around that shared area as well.

Get both sides into a room and talk about the change. It could be a communication problem. If there is still a divide, have the opposing side raise their points. It could be valid points that were not considered during the change, for example, the change could impact the amount of time it takes to do the work, which will negatively impact another KPI. Often times it's the opposing view points that help structure the change, making it better and implementation of the change more effective.