Negotiation or bargaining is like a conversation where two sides talk to settle a disagreement.
They make offers and counteroffers until they both agree on something. How they approach this
can vary: some think one side must win and the other lose, while others believe both sides can
win.
When teams have disagreements, the aim is to find solutions that benefit everyone involved.
These solutions, called integrative agreements, are better than just settling for compromises
because they strengthen relationships. To achieve this, it's important to focus on what everyone
wants instead of just their positions and to build trust between team members. Sometimes,
conflicts arise because people don't realize they actually want the same thing or don't talk
enough about their interests, leading to misunderstandings.
Keep people and problems separate:
When negotiating, it's important to address both the actual issues at hand and the relationship
between the parties involved. However, it's best to handle these aspects separately.
Understand why the conflict exists. Figure out which goals are clashing and what each side
wants. Ensure that everyone involved fully understands the issues.
Help both sides acknowledge and grasp their emotions. Encourage them to see the situation
from the other side's viewpoint and engage in active listening to each other.
Concentrate on everyone's common interests:
Look at the actual problems, not just where each side stands.
Find out how each side can achieve its goals. Figure out which issues can't be resolved and
acknowledge that each side has valid concerns.
Have each side list and prioritize its goals in the conflict. This might reveal that their main goals
differ, helping them understand which less important goals they can compromise on to reach a
solution.
Develop multiple solutions to solve the problem:
Be creative in coming up with ideas that benefit both sides. First, brainstorm many different
options without choosing any.
Find common ground where both sides can benefit. Think of various solutions, including ones
that address different parts of the problem.
Try to see the problem from different angles to generate diverse options.
Assess the options using fair criteria:
Establish clear and fair standards or procedures to guide decisions. Define what principles will
determine a fair resolution to the conflict. Make sure both sides agree on these principles
before settling on a solution.
Discuss the issues to weed out less important ones. Identify crucial differences and search for
common ground.
Concentrate on solutions that both sides can accept. Don't yield to pressure; focus on reaching
an agreement that satisfies everyone involved.
Try again:
Developing creative solutions can be tough, but practice leads to success.
Teams might not always resolve conflicts completely, but they keep trying while working on
their tasks.
Set criteria to check if agreements are being followed.
Talk about how the team can handle similar problems in the future.
Creating a Psychologically Safe Environment:
Make sure everyone in the virtual team feels included and supported. Encourage them to share
their thoughts and worries openly. Ensure everyone gets a fair chance to speak up and
contribute. This way, team members will feel valued and respected, leading to better
collaboration and less conflict.
Developing Integrative Solutions:
Use organized negotiation methods to discover solutions where everyone wins, considering the
interests of all involved. Encourage teamwork and creative thinking to come up with
agreements that benefit everyone involved.
Using Mediators for Conflict Management:
Appoint someone neutral to help team members talk and solve conflicts. Mediators make sure
everyone's views are listened to and guide the team to find solutions.
Improving Conflict Management Skills:
Give team members training and tools to handle conflicts better. Offer workshops or online
courses teaching them how to communicate well, listen actively, and resolve conflicts positively.
