First study and detail the change. Is the change because of change in design data? Or because of detail engineering or constructibility issues? What are the changes in each discipline? Discipline interfacing issues? Change needs time and resources. Estimate the change and communicate to the stakeholders clearly. Once fundamentals are in place there is no question of clash.

Managing conflicts during an engineering change requires clear role delineation and accountability. Without well-defined responsibilities, overlap and ambiguity can lead to disputes over ownership and resource allocation. Implementing tools like a RACI matrix ensures clarity by outlining who is Responsible, Accountable, Consulted, and Informed for each task. Effective communication protocols, such as structured stand-ups or issue-resolution meetings, enable prompt identification and resolution of concerns. Leveraging change management frameworks like ADKAR ensures alignment on goals and reduces resistance. Encouraging collaborative alignment sessions fosters teamwork, transforming potential conflicts into opportunities for stronger cohesion

To handle conflict during an engineering change with clashing team members, start by addressing the issue directly in a calm, neutral setting. Allow each member to express their perspective and listen actively to understand their concerns. Focus the conversation on the project’s goals and how the change aligns with them. Encourage collaboration by finding common ground and identifying solutions that integrate the best aspects of both viewpoints. If necessary, mediate by suggesting compromises that benefit the project while maintaining team harmony. Reinforce shared responsibility for the outcome and remind the team that success depends on their ability to work together.

Very simple, I bring everyone into my office, sit them all down if I can, then explain that once that door is closed whatever's said in this office stays in here, and there are no formalities, we've all got the same power to express individual opinion, and hurty words are not a problem if it produces an answer. And until we've ironed out the differences and agreed on a plan, we're not moving anywhere...... Hammer out the issue, then issue the plan.... "If we're not all singing from the same Hymn sheet, what's the point" ?

Immediately engage an outside facilitator who will manage the boundaries and people for the dialogue many others already suggested herein. Cheers, Bill

Conflict is inevitable in handling projects, but with the right approach, it can be reworked to foster stronger collaboration. Here's my take: Bring data and metrics into the conversation to ground discussions and reduce tension. Ask team members to advocate for opposing viewpoints—it's amazing how empathy shifts perspectives. Remind everyone how their teamwork directly impacts the success of the project and its value to users or stakeholders.