When stakeholders are split on a change strategy, I start by genuinely listening to their concerns. This helps to build trust and opens up productive communication. I involve them early in the process, fostering discussions that emphasize the bigger picture—working toward a shared vision. By aligning their individual interests with the overall goal, we shift the focus from disagreements to mutual benefits. The key is showing how this change will positively impact everyone. After all, unity is the strength behind every successful transformation!

Individual Meetings: Hold one-on-one meetings with key stakeholders to understand their perspectives, concerns, and motivations. Identify Common Ground: Look for shared goals and values that can serve as a foundation for building consensus.

When key stakeholders are divided on a change strategy, align them by fostering open dialogue to address concerns and gain diverse perspectives. Emphasize shared goals that connect to organizational priorities and demonstrate mutual benefits. Develop a clear, actionable plan with defined roles and timelines to ensure accountability and cohesion. This strategic approach builds trust, promotes collaboration, and drives unified progress.

To rally key stakeholders towards a unified vision amidst division on the change strategy, begin by facilitating open dialogues to understand their differing perspectives and concerns, creating an environment of inclusivity. Presenting a compelling case for the change, supported by data and potential benefits, can help align interests and mitigate resistance. Establishing a shared goal and emphasizing the common purpose can unify stakeholders, while involving them in co-creating the strategy fosters ownership and commitment. Regular updates and progress check-ins help maintain engagement and transparency throughout the process.

Aligning divided stakeholders on a change strategy requires clear communication, shared goals, and structured planning. Facilitate open discussions to address concerns and integrate diverse perspectives. Emphasize common objectives to build consensus and commitment. Develop a clear action plan with defined roles and responsibilities to ensure alignment. A strategic, collaborative approach drives engagement and successful implementation.

Find their shared pain point. Frame the change as the solution everyone secretly wants. Show how their individual goals intersect. When people see themselves in the strategy, they stop fighting and start building together.

These are a few which I can think of right now: (1) Conduct Stakeholder Swap Sessions - where they "walk in each other's shoes" by temporarily swapping roles/ responsibilities - this can build empathy and understanding of differing priorities (2) Create a virtual or live scenario or in-person workshop - where stakeholders can experience the consequences of staying stagnant versus embracing the change - this approach can drive alignment (3) Organize a Stakeholder Hackathon-style event where CFTs collaborate to brainstorm innovative solutions for challenges associated with change strategy - fostering teamwork and ownership (4) Create a "Signed Change Manifesto" involving stakeholders - outlining the shared principles, goals & commitments

Find their shared pain. Map how this change solves everyone's hidden problem. Show them the collective win, not just individual perspectives. When they see the bigger picture, resistance melts into collaboration.

in the face of disagreements among stakeholders regarding change strategies, it is important to prioritize the value of human resources as the company's main asset; by establishing open and collaborative communication, we can identify each party's interests and concerns, thus creating a space for constructive dialogue. through workshops and brainstorming sessions, we can formulate a shared vision that not only reflects individual aspirations, but also aligns with the company's long-term goals, so that every stakeholder feels involved and committed to realizing positive and sustainable change.