How can you identify and resolve conflicts among peer supporters?

1 Recognize the signs of conflict

Noticing when conflicts among peer supporters are occurring is the first step to resolving them. Signs of potential conflict may include increased tension, frustration, or anger; reduced participation or collaboration; frequent arguments, disagreements, or misunderstandings; negative or hostile comments, gestures, or behaviors; avoidance, withdrawal, or isolation; and the formation of cliques, factions, or alliances. If any of these signs are observed, it is likely that a conflict needs to be addressed.

2 Understand the sources of conflict

When attempting to resolve conflicts among peer supporters, it is essential to understand the causes. These can range from diverse backgrounds and perspectives, to different goals and interests, to conflicting roles and responsibilities. Limited resources, time, or space for peer support activities can also lead to conflict, as can poor communication, feedback, or listening skills. Unresolved issues, emotions, or trauma among peer supporters can also be a source of tension. By pinpointing the sources of conflict, you can gain insight into the root causes and the perspectives of those involved.

3 Communicate effectively

The third step to resolving conflicts among peer supporters is to communicate effectively. Communication is essential for finding solutions and establishing trust, and can be achieved through respectful, clear, and assertive language. Additionally, it is important to express one's feelings, thoughts, and needs without blaming or judging others. Active listening, open-ended questions, acknowledging the feelings of others, and summarizing and paraphrasing what has been said are all effective communication techniques. By utilizing these skills, misunderstandings can be avoided, defensiveness reduced, and dialogue encouraged among peer supporters.

4 Collaborate on solutions

The fourth step to resolving conflicts among peer supporters is to collaborate on solutions. This entails working together to find win-win outcomes that satisfy the needs and interests of all parties. To do this, focus on the problem, not the person, and identify the common goals, values, or interests among peer supporters. You should also brainstorm multiple options and alternatives for solutions, evaluate the pros and cons of each option, and select the best one. Negotiating and compromising when necessary is key, as well as developing an action plan and follow-up strategy. Through collaboration on solutions, you can create a sense of ownership, commitment, and accountability among peer supporters.

5 Seek support when needed

When conflicts among peer supporters become too complex, intense, or sensitive to be resolved by the peer supporters themselves, it may be helpful to seek support from a third party. This could include a peer support coordinator or supervisor to provide guidance, feedback, or mediation; a peer support trainer or mentor to offer coaching, training, or mentoring; a peer support network or group to share experiences, insights, or resources; or a professional counselor or therapist to provide emotional, psychological, or therapeutic support. By seeking support when needed, you can access additional expertise, perspective, or assistance to resolve conflicts among peer supporters.

6 Learn and grow from conflicts

The sixth step to resolving conflicts among peer supporters is to learn and grow from them. Conflicts are a natural part of any human interaction, and they can also be used as a chance for self-improvement. To do so, you should reflect on your own role, behavior, and impact in the conflict, seek feedback from others on how you handled the situation, appreciate the diversity of peer support, recognize the changes that resulted from the conflict, and apply the skills or strategies that you learned. By learning and growing from conflicts, you can become a better peer supporter and enhance your personal and professional development.

7 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?