How can you handle volunteer conflicts with diverse leadership styles?

1 Identify the leadership styles

The first step to handle volunteer conflicts with diverse leadership styles is to identify the different types of leaders among your volunteers. There are many frameworks and models to categorize leadership styles, but one of the most common ones is based on the dimensions of task orientation and relationship orientation. According to this framework, four main leadership styles exist: Autocratic, Democratic, Laissez-faire, and Affiliative. Autocratic leaders are decisive and directive, while Democratic leaders are participative and collaborative. Laissez-faire leaders are hands-off and passive, whereas Affiliative leaders prioritize the emotional needs and well-being of their followers. Each leadership style has its strengths and weaknesses, yet they can create conflicts when they clash with each other or with the expectations and preferences of the volunteers.

2 Understand the sources of conflict

The second step to handle volunteer conflicts with diverse leadership styles is to understand the sources and causes of the conflict. Common sources of conflict among volunteers with different leadership styles can include mismatched goals and expectations, communication gaps and barriers, and personality differences and biases. For instance, an autocratic leader may expect a high level of efficiency and quality from their followers, while a laissez-faire leader may value flexibility and creativity more. Similarly, a democratic leader may use a lot of questions and suggestions to communicate with their followers, while an affiliative leader may use a lot of praise and affirmation. Additionally, an autocratic leader may be perceived as arrogant or domineering by an affiliative leader, while a laissez-faire leader may be perceived as lazy or irresponsible by an autocratic leader. By recognizing these sources of conflict, it is possible to address and resolve them in a constructive and respectful way.

3 Apply the appropriate conflict resolution strategies

The third step to handle volunteer conflicts with diverse leadership styles is to apply the appropriate conflict resolution strategies for each situation. There is no one-size-fits-all solution, but some general principles and strategies that can help include respecting and appreciating the diversity of leadership styles, communicating clearly and openly, and collaborating and compromising. It is important to recognize the strengths and benefits of each leadership style, as well as how they can complement each other in achieving common goals. Communication is key to resolving any conflict, so use active listening, paraphrasing, and summarizing skills to ensure understanding and acknowledgement of each other's perspectives. To find a win-win solution, collaborate with volunteers to identify root causes of the conflict, generate possible solutions, and evaluate pros and cons of each option. Compromise with volunteers to reach a mutually acceptable agreement that meets the needs and interests of all involved. Be flexible, creative, and willing to make concessions when necessary.

4 Provide ongoing support and feedback

The fourth step to handle volunteer conflicts with diverse leadership styles is to provide ongoing support and feedback to your volunteers. Conflict resolution is a continuous process that requires follow-up and monitoring, so it’s important to check in regularly with your volunteers. Ask them if they have any questions, concerns, or suggestions for improvement, and provide them the necessary resources, guidance, and assistance. Recognize and reward your volunteers for their efforts in resolving the conflict and working with diverse leadership styles. Express your appreciation for their contributions, skills, and talents, and provide them positive, constructive feedback on their performance and attitude. Celebrate their successes as a team. Additionally, create opportunities for your volunteers to learn and grow from the conflict and its resolution. Encourage them to reflect on their experiences, challenges, and lessons learned; provide them with opportunities to share their insights; and offer them new skills, knowledge, and strategies to enhance their leadership styles and conflict resolution abilities.

5 Foster a positive and productive volunteer culture

The fifth step to handle volunteer conflicts with diverse leadership styles is to foster a positive and productive volunteer culture. This culture should emphasize trust, respect, cooperation, and collaboration among volunteers, regardless of their leadership styles. To create this environment, you should establish a clear and shared vision and mission for your volunteer program and organization. Communicate this vision to volunteers and explain how it aligns with their personal values, goals, and motivations. Additionally, create a safe and supportive environment for volunteers to work and interact with each other. Provide necessary training, orientation, and supervision to help them perform tasks effectively. Encourage volunteers to express opinions in a respectful manner, address any conflicts promptly and fairly, and build a strong and cohesive team through team-building activities. Highlight the diversity, strengths, and achievements of your volunteers to demonstrate how they contribute to your team's success.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?