Two colleagues are at odds in a virtual meeting. How can you facilitate a resolution between them?

If a resolution is not required immediately, I recommend a 3-step approach. 1. Acknowledge that there are different viewpoints and relay what I heard back for confirmation of understanding. 2. Set Ground Rules for call: Listening and considering all viewpoints with curiosity and an open mind is a must. There is no need to agree or come to terms immediately, and relieving those at odds of this pressure can help relieve any defensiveness; Validation and impartiality helps with resolving internal conflict and reducing external conflicts. 3. Set a time for those at odds to come back together for a meeting of the minds to resolve a collective issue or create something together.

First of all we need to access the specific issue causing conflict and then have a private discussion with them. Allow them to express their concerns and perspectives. Once all this things are done gather or collaborate to address issue and provide solution and aim for compromise that respect both individual needs and preferences

The virtual meeting room can sometimes feel like a pressure cooker, right? Emotions run high, and words can cut deep. When two colleagues are at odds, it’s essential to acknowledge the tension and create a safe space for open communication. I’d start by addressing the elephant in the room, expressing empathy, and encouraging both parties to share their perspectives. Next, try to steer the conversation towards common ground. I’d ask open-ended questions to help them identify shared goals and interests. By focusing on the bigger picture, they can see beyond their differences. Next, I’d facilitate a collaborative problem-solving approach, encouraging them to brainstorm solutions.

Active Listening: Allow both parties to express their views without interruption. Neutral Stance: Maintain a neutral position to facilitate open dialogue. Clarify Issues: Identify the root cause of the conflict to find a solution. Seek Common Ground: Find shared goals or interests to bridge the divide. Suggest Solutions: Propose potential solutions or compromises. Follow Up: Schedule a one-on-one with each party if necessary to further address concerns.

Conflict during virtual meetings can prevent team progress, but it can also be an opportunity for growth. When two colleagues are at odds, I focus on active listening, ensuring everyone feels heard and respected. We can turn tension into productive dialogue by guiding the conversation towards common goals and encouraging collaborative problem-solving. Remember that respectful communication is key to a united team, even in the digital space.

Find pluses ++ in argumentations of each side of the odd. Do not hesitate to speak up in the middle of confrontation with a bright insights of the points of view of the two (or more colleagues). Pick, what was the best in their argumentation and complement it. You can also explain how you understand their approaches - thanks to the third opinion (your opinion) speakers may realize that they might have not understood their words the same way as you did. Ask other participants of the virtual meeting for opinion on the topic. This will change direction of the complicated discussion to other participants, so the two conflicted ones will get a break for a calm.

Clarifying issues is crucial for resolving conflicts between colleagues in a virtual meeting. By helping both parties articulate their concerns precisely, a mediator can cut through misunderstandings and identify the core problems at hand. This process involves asking probing questions to uncover underlying motivations, breaking down complex issues into manageable components, and ensuring that everyone has a shared understanding of the situation. As the true nature of the disagreement becomes clear, it often becomes easier to separate facts from emotions and find areas of agreement.

Es importante que ellos mismo identifiquen el problema que están causando entre si mismo y a su vez le hago pensar como lo extenderían a los demás colaboradores.. trato de llevar ese problema a la vida personal y les pregunto como lo resolverían si lo tuvieran en el seno familiar.

You can utilize Active Listening to clarify the core issues. Paraphrase what you have heard to make sure you understood the point. Even if you didn't, the speaker will now you are engaged and then will have to opportunity to restate the point for more clarity. Once you have a grasp of what is being conveyed, state your observations about what may be important, and ask questions to gather more information. Be sure that the questions are framed in a way to validate the speaker and gain more clarity.

Dig deep to understand what’s really causing the disagreement. Sometimes, arguments arise from simple misunderstandings or miscommunications. Ask questions like, "Can you explain a bit more about your point of view?" or "What specific concerns do you have?" This helps to clear up any confusion and get to the core of the issue. Summarize what you’ve heard to confirm you understand correctly and to make sure everyone is on the same page

En los tiempos tecnológicos de hoy en día y todo lo que aprendimos de la pande mía las reglas incluso de forma virtual como todo en la vida es lo mejor debido a que es fácil perder la compostura de forma virtual sin da?ar a las personas al final es trabajo y el ambiente lo hacemos nosotros mismos.

Before you start to help solve the issue at gand in the argument, you need to set ups some ground rules. These rules need to be agreed upon by all argumenting sides. Such rules can be: anybody that isn't speaking must have their microphone off, all sides must have their video on at all times, if somebody wants to comment they need to signal it using a raise of hand emoji, there needs to be a short break of 30 seconds after a person finishes to speak before another person can comment. These rules can help the argument go smoother and hopefully find a solution.

Establishing rules involves setting clear, agreed-upon guidelines for discussions. Outline expectations for respectful communication, time limits for speaking, and how decisions will be made. These rules help maintain order, prevent interruptions, and ensure a fair, productive dialogue. By creating a structured environment, participants can focus on resolving the conflict effectively.

Establishing ground rules prior to beginning a virtual meeting(or really any meeting or workshop where the participants are interactive) is a good strategy to keep discussion moving and respectful. A great way to do this is to have the moderator or host ask the participants what types of ground rules they would like to see in place. People are more likely to respect the ground rules if they help create them. Having ground rules helps promote positivity and productivity from the early stages of a meeting. If this is a series of meetings the ground rules could be quickly reviewed and/or revised if needed at the beginning of each meeting.

Quando o conflito surge, é essencial que a comunica??o seja estruturada de forma a garantir respeito e objetividade. Eu sugeriria o estabelecimento de algumas normas claras sobre como interagir, como, por exemplo, garantir que cada um tenha a oportunidade de falar sem ser interrompido e evitar ataques pessoais. Isso n?o só cria um ambiente mais seguro e produtivo, como também ajuda a manter o foco na quest?o em discuss?o, evitando que a conversa se desvie para confrontos emocionais. Quando todos conhecem e seguem essas normas, a resolu??o do conflito se torna muito mais eficiente.

When trying to find a solution to an argument, it is important to explain to the people arguing that most arguments don't end with one side being 100% correct. Both sides need to be willing to compromise. Without being open to compromising, most arguments don't get solved. The sides need to look at the argument from different angles and be open to compromising.

Em situa??es de conflito durante uma reuni?o virtual, é fundamental que, em vez de focar no problema, as partes envolvidas sejam incentivadas a buscar solu??es criativas. Eu orientaria que a equipe abra?asse diferentes perspectivas, pois às vezes, uma vis?o externa pode trazer uma solu??o que ainda n?o foi considerada. Promover uma sess?o onde todas as ideias sejam bem-vindas pode n?o apenas resolver o conflito, mas também fortalecer o espírito de colabora??o dentro da equipe. Isso cria um ambiente onde todos sentem que suas contribui??es s?o valorizadas.

Exploring solutions involves brainstorming possible resolutions together, encouraging all parties to suggest ideas. Evaluate each option's pros and cons, and consider how they address the core issues. Focus on collaborative, win-win solutions that satisfy everyone's interests. This open, creative process helps shift the conversation from conflict to constructive problem-solving.

Once a common ground of negotiation, solution, deliberation is established, a future step by step course of action can be worked upon accommodating the perspectives & interests of both the parties. Let it be clear to all that collaboration demands compromise. Once this is laid down as a ground rule, action can be executed with a proper follow up plan in place.

Excellent point! Fostering a collaborative decision-making process is crucial for successful outcomes. By ensuring everyone feels heard and valued, you not only build stronger team dynamics but also increase the likelihood of buy-in and commitment to the final decision. I would add that it's essential to create a safe space for open dialogue where differing opinions are respected. This can be facilitated by active listening, summarizing viewpoints, and acknowledging the value of different perspectives. Additionally, considering potential roadblocks or challenges upfront can help in developing a more robust action plan.

Once you’ve hashed out a solution, make sure everyone agrees on the next steps Clearly outline what needs to be done, who will do it, and any deadlines. This helps avoid any confusion about responsibilities and ensures that everyone is committed to the agreed-upon plan. Documenting these actions and sharing them with the team can also help keep everyone accountable

En consecuencia les pregunto como van las relaciones entre ellos y como se han sentido. También les hago ver la importancia de tener un ambiente laboral agradable y apoyarse entre si..

After the meeting, don’t just leave things hanging. Follow up to see how things are progressing and check in to make sure the solution is working as intended. You might set a follow-up meeting or send a quick update to get feedback and address any new issues that have come up. This shows that you’re committed to resolving the disagreement and that you care about the outcome. It also helps to build trust and improve future interactions.

Após a reuni?o, é crucial n?o assumir que o conflito foi resolvido apenas porque a reuni?o acabou. Eu orientaria a marcar sess?es de acompanhamento para garantir que o progresso esteja sendo feito e para lidar com qualquer nova quest?o que possa surgir. Esse acompanhamento demonstra um compromisso genuíno com a resolu??o do conflito e com a manuten??o de uma boa rela??o de trabalho. Além disso, ele permite ajustar as a??es, se necessário, e reconhecer os avan?os, refor?ando a colabora??o e o respeito mútuo na equipe.

La démarche est facile à mettre en place face à un conflit ou tout simplement un désaccord fort. Le plus difficile est lorsque le désaccord est alimenté par des rancunes ou des faits antérieurs sans lien avec le sujet.