How do you resolve conflicts virtually?

??Conflict bring Oxytoxin to brain to feel anxious, lonely and low motivation while facing challenges ??'Successful team bonding' brings Dopamine to fight against conflicts for a route to resolution in rewarding organisations ??'Inspiring supportive culture' facilitate Serotonin to play critical role with confidence to deal with conflicts ??'Great leaders' enable 'Safe place' to teams to make mistakes and learn from those mistakes to avoid conflicts. ??Hit like to increase Dopamine:)

To resolve and manage conflict virtually, it is a responsibility for a leader to eliminate any form of bias and judgement and focus on the root cause of the conflict and most importantly the nature of it. Addressing it should be a careful curation of conflict solving solutions and objections between all involved parties such as asking for what happened from all and reflect on the core conflict catalyst.

Bringing people together on a virtual call , listening to all sides of the story , being ruthlessly impartial and pointing towards the solution and lastly letting everyone find a solution goes a long way Of course a physical meeting if possible (with a cup of cofee )thereafter never goes wrong

I always choose a face-face engagement, even in a remote environment. You want the opportunity to understand, ask questions and have a two-way conversation. I have seen many times where a conflict starts on messaging and gets out of hand. I've had to intervene between colleagues and get everyone in a live conversation to overcome the objections, confusion, or whatever else may be causing the discourse.

To effectively address conflicts in virtual settings, the initial step is pinpointing the underlying issue's origin. Is it rooted in personal matters, work-related issues, or a blend of both? Does it stem from a singular occurrence or is it an ongoing pattern? Does it impact the entire team or specific individuals exclusively? By posing these inquiries to both yourself and your team members, you can precisely determine the conflict's source and subsequently employ more targeted resolution strategies.

In a recent survey, '33% of employees mentioned a lack of open honest communication got the most negative impact on team and employee morale' Hence communication and respective channels play a key role while mitigating conflict risks. Any serious conflicts need attentions from top leaders to address corresponding impacted individuals in arriving at resolution at shortest possible time. Face to face communication is a most preferable option to me based on my industry experience to address any critical conflicts. Minutes of meeting plays a supreme role while reviewing the 'Route Cause Analysis' post conflict resolution. Any communication that enable 'Empathy' matters the most!

Don't be afraid to "change channels" based on an evolving situation. For simple issue resolution (especially if a group is involved), email can be a great tool. But I also employ the "three-email limit". If a topic starts as an email, and there are more than three volleys back and forth debating the topic, I will stop the email chain and call a virtual meeting. The meeting allows more natural back and forth to find resolution, and stops flooding inboxes with an ongoing conversation. We can then document the decisions made in the meeting and move on.

3 points to keep in mind for this article: 1. Email and text should never be used for conflict resolution. The rule of thumb is: if by sending this email/text there is a slight chance the recipient will get upset (and if that's not the objective), then do not send it. Face to face, video calls are always the way for resolving conflict. 2. Also: booking the time in advance is important because you want to ensure that both parties are mentally present during the meeting rather than rushing to finalize the conversation or being interrupted constantly. 3. And last: do not assume that the conflict is resolved in one meeting. Most of the times, multiple conversations and passage of time are needed to let conflicts run their course.

Selecting the suitable communication channel is pivotal. As an executive, I stress adapting channels to conflict's severity. For minor issues, quick resolution through instant messaging or email suffices. Yet, serious conflicts demand empathy; video calls or phone conversations convey tone and body language. Tailoring channels aligns with effective conflict resolution, maintaining trust and understanding within the remote team.

To listen actively and empathize: 1) quieten your own threat response. (Inhale deeply and exhale s-l-o-w-l-y; adjust your posture in your chair to relax shoulders and open your heart). 2) Slow your rate of speech by 20% to give you time to choose your words. 3) Frequently paraphrase, summarise or recap what you hear (use natural language, rather than, ?so what I hear you saying is…??) 4) Deploy permission in the dialogue: ?May I ask a challenging question??; ?Would you mind if I clarify something before I respond??; ?Are you OK to share…? 5) Name others’ emotions tentatively: ?You seem confused? or ?I imagine that was hurtful?. And name emotions accurately. E.g. Don’t diminish ‘furious’ into ‘a little upset’.

Maintaining patience and understanding in virtual conflict resolution is crucial. These qualities facilitate open communication, empathy, and collaborative problem-solving. By staying calm and empathetic, conflicts can be resolved more effectively, leading to stronger relationships and positive outcomes.

Empathy helps mitigate anxiety but following up with the individual to explain how the situation was managed and outline the next steps shows that their input was heard.

The essence of resolving conflicts virtually lies in active listening and genuine empathy. I believe that when we truly hear and validate others' feelings and motivations, we build trust and diminish hostilities. In my experience, this fosters understanding and paves the way for resolution.

In this virtual world it is really hard to know the real personality. We meet only for work discussions and that doesn’t help you know the people on personal level. Meet or connect 1:1 for water-cooler discussions. Just to have tea time together in zoom to know each other. Most of the time conflict is not about the person, it is about the gap which is there due to disconnect on different levels.

An essential skill for effectively addressing virtual conflicts involves directing attention toward solutions and actionable steps. This entails shifting away from a mindset of blame and complaint towards the pursuit of common ground and the establishment of concrete measures to enhance the situation. Achieving this requires refraining from personal attacks or broad generalizations and, instead, employing constructive feedback and positive language.

A good example is school meetings where there is a difference of opinions between parents and the school. As an educational psychologist I have found that recording each party's response to the question: 'How would you know at the the end of this meeting that it had been useful/ successful? What would have happened? what would be understood? allows the goal state of each meeting participant to be made clear, and helps to break down barriers/ show positive intent.

Certainly, in the realm of virtual conflict resolution, an essential strategy is shifting the paradigm from fault-finding to proactive problem-solving. Instead of engaging in accusatory language or sweeping statements, it's imperative to foster an environment that encourages collaboration & the development of tangible solutions. Employing constructive feedback & maintaining a positive tone is pivotal to this process. Furthermore, inviting the other party to contribute their insights and recommendations while working together to formulate a mutually advantageous action plan is a strategic move. By emphasizing solutions we defuse conflicts & also transform them into catalysts for knowledge acquisition and organizational advancement.

Regardless of whether we are virtual or in person, we still have to resolve by speaking honestly with one another. It’s best to ask questions to clarify rather than accuse one another.

That's right, when your focus is on solution then it will be a team effort and there is a possiblity of both teams or team members who have the conflict will take part as well. This will be a good opportunity to showcase collaboration.

In virtual conflict resolution, the culmination lies in the diligent pursuit of follow-up and progress monitoring. It entails establishing a structured system of regular check-ins with both the concerned individual and the team as a whole. These check-ins serve a dual purpose: to gauge the current state of affairs and to offer unwavering support and motivation. Furthermore, it's essential to rigorously evaluate the efficacy of the action plan and scrutinize the outcomes it has yielded. Should any hurdles or complications arise during this phase, swift and strategic intervention is imperative.

Conflict itself is not a happy activity and following it up further brings people produce more oxytoxin in mind that triggers tense and pressure. So sharing the real purpose behind the need of outcome will bring everyone with the purpose to lead to results. This is the true nature of purpose driven organisations.

Yes, a conflict can't be left alone. This may take long but stay closer to the team. Regularly stay in touch and this will establish trust and show that you really care. Don't expect one meeting or one conversation to solve everything. Your commitment to resolution and each action will help you get closer to this mindset. Bringing positive change takes time.

Use video conferencing for face-to-face interaction and establish clear ground rules. Schedule dedicated meetings for open communication, practice active listening, and use neutral language to avoid blame. Focus on underlying interests rather than rigid positions, seek clarification to prevent misunderstandings, and collaboratively explore solutions. Summarize agreed actions at the end, follow up to review progress, and consider a neutral mediator if necessary. These strategies help ensure a respectful, constructive, and productive resolution process.

Concluding virtual conflict resolution involves consistent follow-up and progress tracking. As an executive, I stress maintaining regular check-ins for support and review. Evaluating action plans and addressing challenges promptly ensures effective conflict resolution. This approach guarantees team functionality and successful outcomes, fostering a resilient remote team. By staying engaged and adaptive, conflicts become stepping stones to enhanced collaboration and overall team success.

Conflict is sometimes an unexpected thread that can either unravel or strengthen our connections. I embrace these moments as opportunities for growth, adapting a spirit of empathy and openness. By reinforcing a culture of honest dialogue, I encourage team members to share their perspectives in a safe and respectful environment. Utilizing tools like video calls and collaborative platforms, I facilitate conversations that transform misunderstandings into clarity. By prioritizing active listening and mutual respect, I aim to weave conflict resolution into the very fabric of our teamwork, turning challenges into stepping stones for creativity and unity. Together, we can create a harmonious virtual workspace where every voice matters.

When virtual conflicts become difficult to resolve, mirroring the challenges of in-person disputes, consider engaging a neutral mediator. This could be an internal figure, like one of the directors, a manager, or HR professional, or evem an external expert. Their unbiased perspective can cut through emotional barriers, reframe the problem, and guide the parties towards a mutually agreeable resolution, thus preserving team cohesion and productivity even in remote work settings.

Resolving conflicts virtually requires careful communication and #empathy. Begin by scheduling a video call to discuss the issue, allowing for face-to-face interaction. Actively listen to all parties involved, encouraging them to express their viewpoints fully. Use written communication effectively, such as through emails or messaging apps, to document agreements and action steps. Implement regular check-ins to ensure that the resolution process is on track and that everyone's concerns are adequately addressed.