Your remote team is in conflict. What can you do to resolve it?

Tratar de aparentar que las cosas están bien es algo así como dejar una olla hirviendo sin destapar... necesariamente ocasionará un desastre en tu cocina. El primer paso es encarar la situación y tener claro la importancia de conocer todos, si todos, no algunos puntos de vista para que por un lado se pueda tener el 360 de la situación y se le de importancia al sentir de todos

Is the atmosphere colder than the Arctic or more tense than a tightrope walker crossing the Grand Canyon? Yep, then you potentially have conflict in the group (or a lot at stake or potentially both). Let's be clear that a little bit of conflict is no bad thing (if everyone agrees on everything then you have the danger of Group think). Let's imagine there is unhealthy levels of conflict then acknowledge it, don't call any individual out. Outline a common purpose for the group and remind them of ground rules/mutual respect for the session. Refer to these often during the session as required. Head some of this off my meeting individuals one on one before the session and find ways to create more connections in the team

To address conflicts in a remote team, foster open communication through regular virtual meetings and encourage team members to express their concerns. Utilize technology for collaborative problem-solving and ensure all voices are heard. Clarify expectations, roles, and responsibilities to prevent misunderstandings. Implement team-building activities and virtual social events to strengthen interpersonal relationships. Provide a platform for anonymous feedback to address sensitive issues. Consider mediation or facilitation by a neutral third party if conflicts persist. Foster a positive team culture that values diversity and promotes empathy. Regularly revisit and revise remote work policies to adapt to evolving team dynamics and challenges.

Recognizing and addressing conflicts is crucial for effective team and project management. Ignoring or avoiding conflicts, as rightly pointed out, can lead to more serious issues, adversely affecting trust and collaboration within the group. By taking the initiative to send a message to the team or the involved individuals, you demonstrate leadership and commitment to the health and efficiency of the group.

Se debe recopilar toda la información necesaria, entender el contexto y razonar sobre eso. Posteriormente es necesario tener reuniones one to one con los involucrados para entender la posición y razones de cada involucrado. Luego de analizar la información y tener una decisión previamente tomada, se debe tener una conversación en equipo con los involucrados en busca de una posible conciliación y acuerdos para no entorpecer los objetivos de trabajo. Es importante tener claro que son compa?eros de oficina y seres humanos y por esta razón no se debe partir de la premisa que todos se deben querer o llevar bien.

The behaviour reflecting conflict is only the surface we see. Behind it would be a root cause that could be human-specific or organizational. Identifying what really has caused the issue is the first step to resolving it. An organizational cause simply means that no one is at fault and thus, negotiations can easily bring them on the same page by helping them understand organizational constraints that are causing them to behave in certain ways. However, if the cause is human, their worldviews could be differing or goals may be conflicting. By getting to know why they differ and what the minimum expectations conflicting parties have, a negotiation plan can be crafted. Approaches like 5WHYs and CATWOE can help here.

Understanding the underlying reason is crucial before taking any action in my opinion. The team's facilitator must assist them in comprehending the underlying causes of the disagreement. This is looking past the obvious signs and symptoms to examine each party's true needs, interests, values, and feelings. To obtain the opinions and feelings of each participant, you may use a service like Teams to set up breakout rooms where you can speak with them one-on-one and pose open-ended questions. To construct anonymous surveys, you can alternatively use another programme like Mentimeter or Poll Everywhere. Members of the team should talk about the issue fearlessly and with an open mind.

Active listening with a purposive approach can be the key element in this situation. Group meetings and one to one meetings with the team members to help them reflect on the conflict and possible solutions.