What do you do if community members have conflicting interests in a community organizing career?

Begin by understanding the root causes and specifics of the conflicting interests. In my experience, conducting individual or small group meetings to hear each party's concerns helps illuminate the underlying issues. I've often found that conflicts stem from misunderstandings or lack of information about the others' perspectives.

Conflict in any institution or community lead to unsuccessful outcomes. Will you want to flow along with the conflict members? My first priority will be to resolve the conflict. My approach will be a round table dialogue between the members. During the dialogue, reconciliation will be my objective. There will be no one wrong and I will allow the members in the dialogue prepare for themselves a resolution framework that will exist peace and harmony between them.

The first step of conflict resolution is to know the source of the conflict. In identifying the source of conflict, listening to all participants involved and not selected few will go a long way in solving the crisis. Listening without any form of prejudice and with the intention of identifying the core struggle.

Hear each side's concerns and perspectives, and acknowledge their validity. Look for shared interests and goals that unite the community, and focus on those. Create a safe space for community members to discuss their differences and work towards finding common ground. Develop trust and understanding among community members through relationship-building and conflict resolution training. Ensure that all voices are heard and represented in decision-making processes. Emphasize the benefits of collaboration and the greater good for the community as a whole. Clearly communicate decisions and actions, and be accountable for the outcomes. Consult with experts or organizations specializing in conflict resolution and community organizing.

With a clear understanding of the issues and open dialogue, brainstorm potential solutions together. In my work, employing techniques like "brainwriting" where everyone writes down their ideas anonymously can lead to innovative solutions without the pressure of group dynamics or hierarchy. This often uncovers options that address the needs and concerns of all parties.

Achieving consensus doesn't mean everyone gets exactly what they want but that everyone can live with the decision. My strategy here has been to focus on the shared goals and values of the community, reminding participants of the bigger picture and the benefits of working together. Highlighting the compromises each side makes can also foster a spirit of mutual respect and cooperation.

Prioritizing consensus does two things that are important: It makes everyone feel heard and valued, and it encourages the group to come up with creative and innovative solutions. Everyone's concerns are valid and should be considered. If you can't convince them that your way is correct, you're either not hearing them, or they're not right for your team.

After implementing decisions, gather feedback to evaluate the outcomes and the process itself. Reflecting on what worked well and what could be improved has been a valuable practice in my career. This not only helps in resolving any residual issues but also enhances the community's capacity to deal with future conflicts.