You're facing resistance to change in a diverse group. How can you build consensus effectively?

This might be the most important step in change management. I found it most helpful to acknowledge the concerns that people have but you should also acknowledge the resistance. Stating the obvious allows people to feel seen and heard. It also allows you to get to the core of their concerns. It might manifest as resistance but it really could be they just wanted to be included in the decision-making process that led to the change in the first place.

I believe in taking the first step towards building authentic relationships. Have those conversations. Use judgment and take the first step. It could be just an informal connection to get to know the other person(s) involved and then move forward. Use the Trust Triangle to assess yourself. See how you are doing on Empathy, Authenticity, and Logic. Bringing these to the table will create the environment, and others will reciprocate. In one of my recent client interactions, where we drove a highly critical six-month project for them, the Trust Triangle helped me be authentic towards the client's needs and this helped build consensus in many decisions and actions

Humans are wary of change for it might involve 'loss' something that we are hard wired to avoid. Leaders need to be aware that as potential messengers of change that they need to communicate this clearly, concisely, empathetically and listen as well well as observe carefully. Change discussions should be communicated in face-to-face situations - not online -where one can observe body language and check congruence e.g. do words and behaviour align.

Neuroscience provides insights into how people of diverse groups respond to change by highlighting how the brain processes fear, stress, and uncertainty. To minimize resistance reduce the fear and negative stress to the uncertainty of change. The key is to alter neural circuitry and neural chemicals that drive resistance. You do this by changing the neurochemical cocktail. Building trust through the related suggestions are helpful ways of mixing that new brain chemistry. One ingredient is essential to all these other factors. It’s the secret sauce: you must create a heightened awareness and dissatisfaction with maintaining the status quo. People must be able to rationalize the fear of not changing as worse than the fear of changing.