Conflict principles

Our 6 conflict principles can help you when dealing with a conflict on your own or assisting others.

Conflict is inevitable and sometimes very necessary. Sometimes the very best work can emerge when conflicting perspectives come together.

When you’re navigating conflict:

• focus more on the content, ideas or tasks involved as this will keep conflict constructive
• focus less on the personalities of the people involved, which can be perceived as character attacks

Recognize your responsibility

Engaging purposefully in conflict is in everyone’s interest.

We know that conflict can be resolved when we each take responsibility for our part rather than avoiding, blaming or offloading. Through action or inaction we each contribute to the outcome.

Get it before it grows

An individual can most successfully impact conflict in its early stages.

We use honest language to share experience, articulate impact and clarify understanding before a conflict escalates. We shift away from avoidance towards normalizing early conversations even when it may feel silly or scary to do so.

Expect uncertainty

It’s normal for conflict to feel uncomfortable.

We do not wait to feel comfortable before we engage, knowing it is normal for conflict to be messy regardless of how skilled we may be. We aim to create enough safety to be present to the process without expecting perfection.

Engage as directly as possible

Direct connection builds relationships and trust.

We deal with issues at their source whenever possible, knowing that multiple or indirect interpretations of events can lead to increased misunderstanding. If we invite additional perspectives or hold conversations about someone who is not present, we do so to maintain connection and in service of positive solutions.

Empower before escalating

The more a conflict escalates, the less satisfying the solution is likely to be for all parties.

We work to build our conflict skills at all levels so that a lack of skill doesn’t become the reason for outsourcing our responsibility or doing conflict badly. When supporting others in conflict, we encourage self-advocacy and provide resources that allow parties to self-manage and come to their own solutions before offering additional support.

Center people in process

Although conflict resolution may involve systems and processes, we always remember the people involved.

We aim for transparency while respecting dignity. This means critically considering the intention of policies, procedures and processes to apply them in ways that center people. We recognize conflicts may impact those around us and validate the experience of parties impacted by an information gap. We work to influence formal process to reduce barriers and evolve our approach to include other cultural approaches to peace and resolution.