Notes

How to Manage Conflict in Your Nonprofit
The honeymoon ends. It seems like yesterday that everybody was full of passion, vision and warm fuzzies. You were likely to save the globe and absolutely nothing could stand inside your way. Now, passions have cooled, visions have diverged and also the warm fuzzies are actually compensate for contempt and backbiting. How did things go south so quickly?
Operating a business, especially a nonprofit, is a lot like a wedding... without the presence of romance. What starts out with mutual respect and unity of purpose can descend into open hostility. And, it can threaten your organization's effectiveness... even its expereince of living. Conflict management is a vital skill that every nonprofit leader must learn and utilize. What follows are a handful of outline to think about regarding effective conflict management:
Conflict is inevitable. Learn it, live it, like it. The sooner you dispense in the notion that conflict could be avoided, the sooner you can manage the realities of it. Conflict is inevitable because people could happen. And its keep are people, there will probably eventually be conflict. Just like in marriage, you as well as the other leaders in your organization have different ideas, backgrounds and experiences. These all color how we approach life, including your method of running your nonprofit.
Conflict is not bad... provided that it won't become warfare. Once things get that far, it's very hard to recover with out a lot a collateral damage. Feelings are hurt, respect is lost and paths to resolution become steep.
Conflict has good health... providing it requires mutual respect and is channeled to productive ends. Let me illustrate with an illustration of our very own company. My business partner, Blair Dudley, and I started The Foundation Group 14 years back. Along the way, we've got sparred over many issues important to the direction and mission with this business. Our department heads can let you know stories of team meetings where we've squared off, pounded desktops together the veins on our foreheads bulge (well, at the very least I have... Blair is a lot more relaxed than I am). But, we're still here and stronger than in the past. Why? Because these conflicts involve intensity, not anger. It is never, ever personal. Debates always stay within the context when trying to perform the right thing for company, our staff and our clients. It's true that we often have completely different ideas about how exactly to have there. But by approaching these complaints with mutual respect plus a spirit of appreciation to the unique perspective each one brings to the table, progress is done and also the resulting plans are generally better as a result in the debate. And, in the event the meeting has ended, same with the conflict.
You may be saying, "Nice story, but my organization is far past that point. What do perform if things are already hostile?"
Admittedly, you are in a tough position. I won't pat yourself on a corner and say it has an easy 3-step intend to fix this. But there are several things you should consider.
Don't help with the chaos. If you've been responsible for throwing gas around the fire, stop it now. Be a leader as well as set the example. You may even have to apologize on the others. There's no better method to shame them into acting like adults.
Get outside help. Often, the situation is past an acceptable limit attended settle it yourselves. If that's the case, seek the assistance of a respected mediator. Just like some marriage conflicts require counseling, some business conflicts require mediation. Many seemingly impossible situations are already rectified utilizing it.
If read this fails, be prepared to steer away. No organization, now matter how imperative that you you, should define your lifetime. Some conflicts can not be resolved regardless how badly you would like them being. Move on.
Learning to control organizational conflict might be difficult and uncomfortable. But the rewards are worth it.
Website: https://www.bridgemediation.com.au