Peer support is a valuable form of mutual aid that can help people cope with various challenges and issues. However, peer support situations can also involve conflicting values, beliefs, or opinions that may create ethical dilemmas or tensions. How can you handle these conflicts in a respectful and constructive way? Here are some tips to consider.
Before you engage in peer support, it is important to be aware of your own values and how they influence your perspective and behavior. You may have values that are related to your culture, religion, identity, politics, or personal experiences. These values are not necessarily right or wrong, but they may differ from those of others. By recognizing your own values, you can avoid imposing them on others or judging them based on your standards.
Value Conflict definition is a disagreement with someone who doesn't share our viewpoint and has other beliefs and value systems rather than ours. The causes vary, but they often stem from differences in moral guidelines or lifestyles. In Business or Personal, the simple answer is, What works for you, "may not work for others." As a manager, I have to way the value of both, then resolve the issue with an equal solution for both. In a Wrong Case, the one who is wrong, must except that and keep learning. In the end, Respect for that opinion is necessary for all involved.
While you may not agree with or understand the values of others, you can still respect them as part of their autonomy and dignity. Respecting the values of others means acknowledging that they have the right to hold and express them, as long as they do not harm or violate the rights of others. It also means listening to them with an open mind and curiosity, rather than dismissing or criticizing them. You can ask questions to learn more about their values, but avoid interrogating or challenging them.
Respecting the values of others during peer support interactions, it demonstrates to others your willingness to take the time to understand their motivations, the experiences which shaped who they are today, and the humility that creates cohesion, respect, and growth instead of self-centered expectations that others live as you live because it's "right." This humility creates the ability in both to grow during the peer support process, shows servant leadership, and opens their ears to valuing your experience and opinion because you're not just shoving yours down their throat. Ultimately, being a peer support must be a relationship building process first before it becomes an information sharing or performance improvement process.
Even if you have conflicting values with others, you can still find common ground that can help you build rapport and trust. Common ground refers to the shared interests, goals, experiences, or feelings that you have with others. You can use these as a basis for empathizing and relating with them, as well as for finding solutions or compromises that meet both of your needs. You can also focus on the positive aspects of your relationship, such as the support, encouragement, or feedback that you give and receive.
Sometimes, you may encounter values that are incompatible or unacceptable to you, or that trigger strong emotions or reactions. In these cases, you may need to set boundaries to protect yourself and the other person from harm or conflict. Boundaries are the limits that you set on what you are willing or able to do, say, or tolerate in a peer support situation. You can communicate your boundaries clearly and respectfully, and ask the other person to do the same. You can also decide to end or pause the conversation if you feel uncomfortable or unsafe.
Handling conflicting values in peer support situations can be challenging and stressful, especially if you are unsure how to deal with them or if they affect your own well-being. Therefore, it is important to seek support and guidance from others who can help you cope and learn. You can reach out to other peer supporters, mentors, supervisors, or professionals who can offer you advice, feedback, or referrals. You can also access resources such as codes of ethics, policies, or training that can provide you with guidance and direction.
- Maintaining a neutral stand and being non-judgmental - Prioritize active listening and empathy - Understand the perspectives of all parties involved - Finding common ground, - and fostering open communication - focusing on larger picture will help in peer conflict resolutions.