Here's a technique you can use when those with conflicting points of view get caught in the "yes, but" trap and just won't listen to each other. It's also useful for helping to neutralize a strong leader in the conflict by creating some cognitive dissonance.
Have people break into small groups according to their points of view. Give the small groups a short period of time to identify and document their strongest arguments and evidence. Tell them each group must also appoint a leader.
AFTER the time is up, tell the appointed leaders to switch groups. Give them a few minutes to be briefed by their "new" group and review the arguments, then tell them they will have 1-2 minutes to present their most cogent and compelling argument for the point of view of the "new" group. If the conflict is not too acrimonious, you can even have the groups vote on how well their spokesperson did, with a small prize for the winner.
As with ALL facilitation tools, the exercise is only as good as the debrief. Debrief the spokespersons first: How did it feel? What new insights did they gain? Which point is most compelling or interesting? What hadn't they fully considered before? Then debrief the larger groups along the same lines.
Move into actual problem-solving that looks at the points of view on their merits (make sure criteria are clearly defined and agreed to) and explores creative ways of combining solutions.
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