What are the most common sources of conflict in peer support groups and how do you prevent them?

1 Different expectations

One source of conflict in peer support groups is when members have different expectations about the group's purpose, structure, and rules. For example, some members may expect the group to be more structured and follow a specific agenda, while others may prefer a more flexible and informal approach. Some members may want to focus on practical solutions and resources, while others may want to express their emotions and feelings. Some members may expect confidentiality and respect, while others may be more open and direct. To prevent this kind of conflict, it is important to establish clear and shared expectations from the start. You can do this by creating a group agreement or charter that outlines the group's goals, norms, and boundaries. You can also review and revise the agreement periodically to ensure that it reflects the group's needs and preferences.

2 Personality clashes

Another source of conflict in peer support groups is when members have personality clashes or incompatible styles of communication. For example, some members may be more dominant and assertive, while others may be more passive and accommodating. Some members may be more sensitive and empathetic, while others may be more rational and analytical. Some members may be more optimistic and positive, while others may be more pessimistic and negative. To prevent this kind of conflict, it is important to recognize and appreciate the diversity of personalities and perspectives in the group. You can do this by using active listening skills, giving constructive feedback, and acknowledging the strengths and contributions of each member. You can also use emotional intelligence skills, such as self-awareness, self-regulation, social awareness, and relationship management, to manage your own emotions and respond appropriately to others.

3 Power imbalances

A third source of conflict in peer support groups is when there are power imbalances or inequalities among members. For example, some members may have more experience, knowledge, or influence than others. Some members may have more access to resources, opportunities, or support than others. Some members may have more privilege, status, or authority than others. To prevent this kind of conflict, it is important to promote a culture of equality and inclusion in the group. You can do this by ensuring that everyone has a voice and a choice in the group's decisions and activities. You can also encourage collaboration and cooperation, rather than competition and comparison, among members. You can also address any issues of discrimination, oppression, or injustice that may affect the group's dynamics and outcomes.

4 Role confusion

A fourth source of conflict in peer support groups is when there is role confusion or ambiguity among members. For example, some members may not be clear about their roles and responsibilities in the group. Some members may overstep or underperform their roles, leading to resentment or frustration. Some members may have conflicting or overlapping roles, leading to confusion or duplication. To prevent this kind of conflict, it is important to define and communicate the roles and expectations of each member in the group. You can do this by assigning specific tasks and functions to each member, based on their skills, interests, and availability. You can also monitor and evaluate the performance and satisfaction of each member, and provide feedback and support as needed. You can also review and adjust the roles and responsibilities as the group evolves and changes.

5 External factors

A fifth source of conflict in peer support groups is when there are external factors or pressures that affect the group's functioning and well-being. For example, some members may face personal or professional challenges that interfere with their participation or commitment to the group. Some members may experience stress, burnout, or trauma that affect their mood or behavior in the group. Some members may encounter ethical or legal dilemmas that pose risks or liabilities to the group. To prevent this kind of conflict, it is important to create a safe and supportive environment in the group. You can do this by offering empathy, compassion, and understanding to each member, and respecting their boundaries and choices. You can also provide resources, referrals, or assistance to members who need additional help or guidance. You can also follow ethical and legal standards and principles that protect the group's integrity and reputation.