What are the key steps to conflict resolution for creating effective coalitions?

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Conflict resolution is a vital skill for creating effective coalitions, especially in the field of social impact. Coalitions are groups of individuals or organizations that work together for a common cause, such as advancing human rights, environmental justice, or social change. However, coalitions can also face challenges, such as disagreements, power imbalances, or conflicting interests. How can you resolve conflicts in a constructive and collaborative way that strengthens your coalition and its impact? Here are some key steps to follow.

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Ron Butcher

Operational Safety Consultant | Maritime, Construction & Energy Expert | Fractional Safety Leadership | OSHA/ISO…

1 Identify the root causes

The first step to conflict resolution is to understand the root causes of the conflict. What are the underlying needs, values, goals, or interests of each party? What are the sources of tension, frustration, or dissatisfaction? How do the parties perceive the situation and each other? By identifying the root causes, you can avoid superficial or emotional reactions and focus on the core issues that need to be addressed.

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2 Communicate effectively

The second step to conflict resolution is to communicate effectively with the parties involved. This means listening actively, empathizing, and acknowledging their perspectives and feelings. It also means expressing your own views and needs clearly, respectfully, and assertively. Avoid blaming, criticizing, or attacking the other party, as this will only escalate the conflict. Instead, use "I" statements, such as "I feel", "I need", or "I want", to convey your position and expectations.

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3 Generate solutions

The third step to conflict resolution is to generate solutions that can satisfy the needs and interests of all parties. This requires creativity, openness, and flexibility. You can brainstorm different options, evaluate their pros and cons, and rank them according to their feasibility and desirability. You can also look for common ground, shared values, or mutual benefits that can create a win-win situation. The goal is to find a solution that is acceptable, fair, and sustainable for everyone.

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Amber Melanie Smith

Speaker on Social Impact, Nonprofit Founder and Social Entrepreneur. We can design and work toward a better world for all.
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When people are in conflict it can often be due to loyalty to a deeply held identity that appears to be in conflict with someone else's. One promising method I've observed to helping conflicting parties come together to create social impact is to help both sides find a common identity together. For example, in 2017, my organization invited Republicans and Democrats to volunteer together at a local Food Bank. As part of the volunteer project, they were tasked with finding 3 things they had in common. By the end of the project, each group had also started to associate the other with the identity of "community helper" or "volunteer". This new common identity created a bridging bond and a wonderful experience for all.

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4 Negotiate and agree

The fourth step to conflict resolution is to negotiate and agree on the best solution. This involves compromising, collaborating, and building trust. You can use techniques such as active listening, positive feedback, or reframing to facilitate the negotiation process. You can also clarify the roles, responsibilities, and expectations of each party, and establish criteria for evaluating the outcome. Once you reach an agreement, make sure to document it and communicate it to all stakeholders.

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Ron Butcher

Operational Safety Consultant | Maritime, Construction & Energy Expert | Fractional Safety Leadership | OSHA/ISO Compliance Specialist | Veteran | California - Nevada - Arizona - Canada | Remote & Travel Ready
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In my role in conflict resolution, Fisher and Ury's interest-based negotiation has been crucial for building effective coalitions. This approach focuses on understanding the underlying interests of parties, not just their positions. It fosters open communication, trust, and mutual benefit, which are essential for collaborative problem-solving. By emphasizing fairness and respect, and avoiding power-based bargaining, it ensures solutions are agreed upon, not imposed. This method has transformed adversaries into allies, creating durable relationships and sustainable solutions. Interest-based negotiation is key to forming strong, lasting coalitions.

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5 Implement and monitor

The fifth step to conflict resolution is to implement and monitor the agreed solution. This means following through on your commitments, delivering on your promises, and supporting each other. It also means checking in regularly, providing feedback, and resolving any issues that may arise. By implementing and monitoring the solution, you can ensure that the conflict is resolved effectively and that your coalition remains strong and impactful.

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6 Learn and improve

The final step to conflict resolution is to learn and improve from the experience. This means reflecting on what worked and what didn't, what you learned and what you can do better next time. It also means celebrating your achievements, appreciating your partners, and recognizing your growth. By learning and improving from the conflict, you can enhance your skills, relationships, and outcomes for your coalition and its cause.

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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?

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What are the key steps to conflict resolution for creating effective coalitions?

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1 Identify the root causes

2 Communicate effectively

3 Generate solutions

4 Negotiate and agree

5 Implement and monitor

6 Learn and improve

7 Here’s what else to consider

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