Techniques that work to resolve conflict over scope changes: Role Reversal : Organize a session where team members must argue for the opposite viewpoint from their own. It forces everyone to consider different perspectives and will lead to unexpected insights and a willingness to compromise. Have the team imagine they're looking back on the project from the future. Then write historical accounts of how the scope changes were handled and their impacts. This allows the team to identify potential long-term consequences and creative solutions.

Capture the objectives in terms of priority, effort, business impact and urgency/timeline. Align the team on the business impact first (should be easier) and then prioritize based on high impact/low effort with the nearest objectives first.

The first step is to understand the origin of the scope change. Some potential reasons below. - leadership direction - new request - needed change based on new data - enhancement Based on the reason for the scope change, determine how important it is considering the program's initial goals. - For example, if leadership changed direction and now the original solution is no longer valuable, then it is necessary to make the pivot. But if it is a new request that is additive to the current goal, then it could potentially wait. Based on the assessment above, discuss with the team on your viewpoint regarding the scope change, seek feedback and then align on the right decision.

Business these days are more dynamic than ever and changes in scope are bound to there no matter how well we research the requirements and plan the delivery. When scope changes are proposed, the natural instinct of the team members is to resist the change. As a PM - Explain the logic and need for change - How it helps achieve goals, objectives and outcomes - How the change impacts team members and there work/responsibilities - What is in it for me with the perspective of team members - Discuss overlap among team members and provide clarity to minimize conflicts - provide an opportunity to the team to provide feedback and a forum for open discussions - relay impact of change on triple constraints and other aspects of program

To navigate scope changes and conflicting responsibilities, first, clarify the change's impact on each team. Facilitate an open discussion where all stakeholders can express concerns and perspectives. Reassess and clarify roles to address any overlaps or gaps. Encourage collaboration by focusing on shared project goals. If conflicts persist, involve senior leadership for mediation. Document the revised scope and responsibilities to prevent future misunderstandings and monitor progress, staying open to further adjustments as needed.