Read this article to explore how different communities respond to conflict.
I have recently been involved with a couple of community groups
experiencing conflict. In fact I do not think I have ever been involved in
an ongoing group that hasn't had some conflict. A group without conflict
is probably in danger of stagnation.
What is important is how we respond to conflict.
I find a problem solving approach to conflict can be particularly
useful when working with groups, families and communities. The following
are 12 principles that can help in adopting a problem solving approach
to conflict.
1. Conflict is seen as a normal part of life.
People often try to avoid conflict and see it as being destructive,
painful or unconstructive. Conflict, however, can be seen as a normal
part of life that is neither positive nor negative. What is important is
how we respond to conflict. Conflict can actually
encourage change and growth. If we deal with conflict before it becomes a
crisis, it can be easier to resolve – so avoidance might not always be
the best way forward.
2. A problem solving approach requires cooperation rather than competition.
In a problem solving approach, the emphasis is on working together to
overcome a problem. Conflict is thus not seen as a competition or a
contest, and the people involved are encouraged to be collaborators
rather than opponents. Although not all conflicts can be resolved in
ways which everybody is totally happy, at least we might be able to
agree to a process that will allow us to move forward.
3. It is important to respect the interests and needs of both yourself and the other party(s). A
cooperative approach is more likely to be successful if the people
involved don't just focus on what they want, but also consider what the
other people want as well. A focus only on your own interests is less
likely to lead to an outcome that everyone can accept.
4. The aim is to find an outcome that everybody involved can at least accept.
In order to promote cooperation, the aim of a problem solving approach
is to find an outcome everybody can accept; ideally a win/win. Although
there are conflicts involving mutually exclusive needs, especially those
involving limited resources, there are many situations where it is
possible to find win/win solutions. Even if we might not be totally
happy with the outcome, we might be able to accept it as fair or
reasonable.
5. It can be helpful, particularly in the early stages, to focus on interests (or needs) rather than solutions (or positions).
Conflict is more likely to be resolved if we start with a focus on
interests or needs rather than solutions or positions. Whilst there are
some deep-rooted human needs which cannot be compromised, by exploring
the underlying needs and interests first, a number of solutions which
satisfy everybody can often be found. Initial solutions or positions
might be mutually exclusive, but once the underlying needs are explored,
alternative solutions might be possible.
6. The role of communication in conflict is vital. A
lot of conflict is the result of poor communication or
miscommunication, and clear communication can assist in conflict
resolution. Strategies such as I messages and active listening can help
promote clear communication.
7. Analysis is an important part of conflict resolution.
An analytical approach can allow conflict to be approached in a
rational and logical manner. Being clear about things such as the
characteristics of the parties involved, their prior relationship, the
nature of the issues involved, and the consequences of the conflict can
make a big difference.
8. Emotions are a vital part of conflict and need to be addressed.
Even though a rational and logical approach helps, it is important to
recognise that emotions also play a major role in conflict and cannot be
ignored. Unless we address the emotional context of conflict, it may be
very hard to proceed. For example, an apology often plays a very
important role in moving forward.
9. Self-awareness helps one to respond effectively to conflict.
If we are aware of things like how we react to conflict, how other
people respond to us and our communication style, we are more likely to
be able to respond positively to conflict. Self-awareness also help us
to deal with hidden, underlying or unconscious aspects of conflict.
10. Conflict is not always easily resolved and we need to accept that not everybody uses a cooperative approach to conflict. This
means it is important to explore ways of dealing with difficult
situations and people. At time is may help to use a neutral third-party
to help with mediation.
11. Despite problems or provocation, it helps to maintain a
cooperative approach, to remain open to new possibilities and to seek a
fair or just solution. Even when someone is acting in ways
which makes it hard to resolve the conflict constructively, it can help
if we remain caring and fair and see the other person as being worthy of
care and justice. Sometimes a negative response can suggest that we
need to pay more attention to the emotional context before moving on to
try to address the other issues involved.
12. It helps to remain positive and optimistic. Even
when things are going badly, we are more likely to be able to resolve
the conflict successfully if we believe it can be done. By remaining
positive and optimistic, possibilities can emerge that we might
otherwise miss.
Source: Graeme Stuart, https://sustainingcommunity.wordpress.com/2015/12/14/principles-of-conflict-resolution/ This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License.