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You're a Peer Support leader and there's conflict among members. How can you resolve it?

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As a Peer Support leader, you have the responsibility of facilitating a safe and supportive space for your members. But sometimes, conflict can arise among them, whether it's due to personality clashes, differing opinions, or misunderstandings. How can you handle these situations effectively and constructively, without compromising your role or the group's goals? Here are some tips to help you resolve conflict among your Peer Support members.

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JIM M. BROWNING

DIRECTOR, MARSH CENTER FOR CHAPLAIN STUDIES -- Building collaborative synergy for education, advocacy…

1 Identify the source

The first step to resolving conflict is to understand what is causing it. Is it a matter of communication, expectations, values, or needs? Is it related to the Peer Support topic, or something else? Try to gather as much information as possible from the parties involved, without taking sides or making assumptions. Listen actively and empathically, and ask open-ended questions to clarify the issues and perspectives.

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JIM M. BROWNING

DIRECTOR, MARSH CENTER FOR CHAPLAIN STUDIES -- Building collaborative synergy for education, advocacy, and support of chaplains.
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When emotions become embroiled, identifying the underlying cause or issue may become more difficult. The key is to focus on the issue and how it impacts the mission. It is vital to listen and gather information while paying close attention to one's own biases and assumptions. The key goal is "to boil the problem down" to its key elements.

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Arunkumar G

Sr. Manager - Operations @ Waulite Technologies | Ex Reliance | Ex Hclite
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As a Peer Support leader, I resolve conflict among members by promoting open dialogue, active listening, and mutual respect. By identifying common ground and clarifying misunderstandings, I guide the group towards finding compromises and solutions that meet everyone's needs. Through fostering a collaborative environment, I aim to restore harmony and unity within the team.

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2 Acknowledge the feelings

Conflict can trigger strong emotions, such as anger, frustration, hurt, or fear. These feelings can affect how people communicate and behave, and can escalate the situation if not addressed. As a Peer Support leader, you need to acknowledge and validate the feelings of your members, without judging or minimizing them. Show that you care and respect their experiences, and encourage them to express their emotions in a respectful and constructive way.

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JIM M. BROWNING

DIRECTOR, MARSH CENTER FOR CHAPLAIN STUDIES -- Building collaborative synergy for education, advocacy, and support of chaplains.
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People need to be heard and their perspectives validated. Seeking to understand is critical. However, it is important that the leader is not seeking to be liked but needs to refocus the team or individual on the mission or objective.

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3 Find common ground

Once you have identified and acknowledged the source and the feelings of the conflict, you can start looking for ways to resolve it. One of the best ways to do this is to find common ground between the parties involved. What are their shared interests, goals, values, or needs? What do they agree on, or what can they compromise on? How can they work together to achieve a positive outcome for themselves and the group? Highlight the similarities and the strengths of your members, and help them see each other as allies, not enemies.

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JIM M. BROWNING

DIRECTOR, MARSH CENTER FOR CHAPLAIN STUDIES -- Building collaborative synergy for education, advocacy, and support of chaplains.
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Once you have boiled the problem down to its key elements and effectively heard each conflicting side's arguments, one approach is to ask for their input on a viable solution. Does policy dictate a solution? Can additional resources of time, energy, and money resolve the issue? Or, will the leader need to make a decision knowing all sides will not be completely agreeable to the solution?

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4 Generate solutions

After finding common ground, you can brainstorm possible solutions to the conflict. Involve your members in this process, and ask them to suggest ideas that are realistic, fair, and respectful. Avoid imposing your own solutions, or letting one party dominate the discussion. Instead, facilitate a collaborative and creative dialogue, and evaluate the pros and cons of each option. Try to reach a consensus, or at least a mutual agreement, on the best solution for the situation.

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5 Implement and follow up

The final step to resolving conflict is to implement the agreed solution, and follow up on its progress and impact. As a Peer Support leader, you need to support your members in putting their plan into action, and monitor its results. Provide feedback, encouragement, and recognition, and address any challenges or obstacles that may arise. Also, check in with your members regularly, and ask them how they feel about the solution and the relationship. Celebrate the achievements, and learn from the mistakes.

Conflict is inevitable in any group setting, but it doesn't have to be destructive or divisive. As a Peer Support leader, you can use these tips to resolve conflict among your members in a way that fosters trust, respect, and collaboration. By doing so, you can enhance the quality and effectiveness of your Peer Support group, and create a more positive and supportive environment for everyone.

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JIM M. BROWNING

DIRECTOR, MARSH CENTER FOR CHAPLAIN STUDIES -- Building collaborative synergy for education, advocacy, and support of chaplains.
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After a "solution" is implemented, the leader should circle back to the opposing sides to ensure they felt heard and are on board with the agreed-upon solution. Getting and keeping "buy-in" to the solution prevents unintentional or intentional sabotage.

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Luana Portela ???

Psicóloga|Analista de RH|DHO|Palestrante|Cargos e Salários|Headhunter|Gest?o de Pessoas|Talent Acquisition|R&S|T&D|PDI|SAP|Clima|Avalia??o de Desempenho|Hunting|Processos de RH|Avalia??o Psicológica|Plano de Sucess?o
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Alguns pontos essenciais: - Ser imparcial; - Ouvir ambas as partes; - Fazer escuta ativa; - N?o tentar encontrar culpados; - Convidar todos para refletir empaticamente sobre o ponto do vista do outro.

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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?

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You're a Peer Support leader and there's conflict among members. How can you resolve it?

1

2

3

4

5

6

1 Identify the source

2 Acknowledge the feelings

3 Find common ground

4 Generate solutions

5 Implement and follow up

6 Here’s what else to consider

Peer Support

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You're a Peer Support leader and there's conflict among members. How can you resolve it?

1

2

3

4

5

6

1 Identify the source

2 Acknowledge the feelings

3 Find common ground

4 Generate solutions

5 Implement and follow up

6 Here’s what else to consider

Peer Support

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感谢您的反馈

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