How can you resolve conflicts with volunteers?

Identifying the source of conflict is indeed a vital first step in resolution. It’s not just about knowing what the conflict is, but understanding why it happened. Is it due to different viewpoints, personality conflicts, or breaches of rules? Actively listening to all parties involved allows for a more comprehensive understanding of the issue. It's crucial not to jump to conclusions based on personal biases. Focusing on both the facts and the emotional aspects of the conflict helps in finding a resolution that acknowledges and addresses the core issues. This approach ensures a more effective and empathetic way of dealing with conflicts.

En el ambiente de las ONG, es frecuente tratar con voluntarios (personas no rentadas / pagas). Es muy diferente a tratar con empleados. Por lo cual, hay que desarrollar mucho tacto y capacidad de escucha y comprensión. Entendiendo además de que puede haber varios puntos de vista sobre la misma cuestión. Un consejo sería tratar de que comprendan tu lógica de razonamiento. Ten en cuenta que como son voluntarios, no puedes dar órdenes tan fácilmente.

Let's start by acknowledging that conflict can have various roots, and conflict participants may hold different values and influence within the organization. The expenditure of energy and time to resolve conflict is of immense significance. Some conflicts contribute to the development of the organization. Some conflicts need to and can be stopped immediately

The length and complexity of the answer is indirectly proportional to the length and complexity of the question. Resolving conflicts with volunteers is simple if enough details are provided. In this context, a generic solution is asked for which is unrealistic and would demand a lengthy answer covering all potential scenarios. Were the question more complex and specific, a short and simple answer would suffice. In this case, I would say find common ground.

Listening to what is being communicated is not necessarily just words but the actions following the habits. Habits are responses from the way you respond to the reactions from others.

As a volunteer and beneficiary of volunteers, I commonly encounter the volunteer that thinks they are better, smarter or in charge. I am more hard nosed than some of my peers in addressing this challenge. Although I do my best to acknowledge and respect the contributions of a volunteer, I will meet with them and point out that accepting their contribution has become a net negative to the organization, a change must be made. And, I have fired volunteers for refusing to put the organization ahead of their agenda.

Our everyday lives may have constant changes and challenges. Things happen. It is important to understand what happened. But most importantly is to let them know the importance of communication. Volunteering is a commitment to themselves and the team. We’re counting on them to complete the task.

The simplest scenario occurs when dealing with an interpersonal conflict between equally valued volunteers. The easiest solution is to separate the areas of competence for these individuals. No points of intersection, no conflict. However, it is important to clarify each person's position. If one of the volunteers is more important to the organization - be it in terms of qualifications, loyalty, or other factors - paradoxically, favoring the more significant volunteer can lead to conflicts in the future. While recognition can be given to this volunteer through various forms of encouragement, a balanced position is necessary during conflicts: no one should artificially create conflicts. Period. No one, and never.

Very often, conflict highlights flaws in business processes and tasks. Such conflict can foster organizational development. To resolve such conflicts, it is beneficial to engage a mediator who will not only listen to the conflicting parties but also communicate to the leadership the differences in their positions. This way, resolving the situation becomes a step towards development.