How can you manage conflict within your fundraising team?

1 Identify the source of conflict

The first step to managing conflict is to understand what is causing it. Is it a difference in opinions, values, expectations, or styles? Is it a lack of communication, trust, or respect? Is it a personal or professional issue? By identifying the source of conflict, you can address it more directly and constructively, rather than making assumptions or generalizations.

2 Listen actively and empathetically

The second step to managing conflict is to listen to each party involved with an open mind and an empathetic attitude. Listening does not mean agreeing, but it means acknowledging and validating the other person's perspective, feelings, and needs. By listening actively and empathetically, you can show respect, build rapport, and avoid misunderstandings or defensiveness.

3 Focus on interests, not positions

The third step to managing conflict is to focus on the underlying interests and needs of each party, rather than their positions or demands. Positions are what people say they want, while interests are why they want it. For example, a position might be "I want to use this donor database", while an interest might be "I want to save time and avoid errors". By focusing on interests, you can find common ground, explore options, and create win-win solutions.

4 Use constructive feedback and positive language

The fourth step to managing conflict is to use constructive feedback and positive language when expressing your views, concerns, or suggestions. Constructive feedback is specific, factual, and actionable, rather than vague, judgmental, or accusatory. Positive language is respectful, polite, and supportive, rather than negative, hostile, or blaming. By using constructive feedback and positive language, you can communicate effectively, avoid escalation, and enhance trust and cooperation.

5 Seek assistance when needed

The fifth step to managing conflict is to seek assistance from a third party when the situation is beyond your control or expertise. This could be a supervisor, a colleague, a mediator, or a trainer. Seeking assistance does not mean giving up or failing, but it means recognizing your limitations and leveraging the resources and skills of others. By seeking assistance, you can gain perspective, guidance, and support.

6 Learn from the experience

The sixth and final step to managing conflict is to learn from the experience and apply the lessons to future situations. Conflict can be a valuable source of feedback, learning, and improvement if you reflect on what went well, what went wrong, and what can be done differently. By learning from the experience, you can prevent or reduce future conflict, enhance your skills, and strengthen your team.

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?