Resolving conflict between volunteers

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Abstract

Volunteers and service members give time and energy to the organization or agency where they serve. Despite their best intentions however, sometimes conflict does occur. This effective practice offers practical ideas for dealing with interpersonal conflict. Excerpted from teambuilding guidelines developed by Campaign Consultation, Inc., these materials were shared at the National Senior Service Corps Atlantic Cluster Conference, held July 25 through 27, 2001 in Philadelphia, Pennsylvania.

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Issue

Conflict may be unavoidable, but it can be responded to in such a way so that it is transfromed into a positive learning opportunity.

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Action

According to Campaign Consultation, Inc., steps to take include:
  • Accept conflict as natural—treat it as an opportunity to examine issues and to learn more about underlying values and assumptions held.

  • Bring hidden conflicts out into the open—if you think or see signs of unexpressed disagreement, ask folk what they are feeling, and call it out at an appropriate time.

  • Disagree with ideas, not people.

  • When defining an issue or problem, always define it as shared ("We").

  • Identify and focus on the most important, central issues to the conflict.

  • Don't polarize the conflicting positions.

  • Don't compromise too quickly.

  • If you aren't centrally involved in a conflict, don't take sides too quickly.

  • Try to be aware of your own feelings and opinions during a conflict.

  • Remember at times, the best tool for constructive conflict is a little quiet time.

  • When normal meeting discussion doesn't seem sufficient to work out a conflict, you may want to set up a special, structured process.

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Context

Volunteers and service members give time and energy to the organization or agency where they serve. Despite their best intentions however, sometimes conflict does arise between service members. This can happen during a service activity, but more typically occurs during planning and training sessions.

Founded in 1988, Campaign Consultation, Inc. works with individuals and organizations at local, state, national and international levels to achieve community development, fund raising, diversity utilization, issue advocacy, media and marketing, public policy as well as organizational and business development success.

The Atlantic Cluster Conference in Philadelphia concluded the 2001 conference season with more than 500 participants including 233 project directors and 120 sponsor executives and representatives. Through the 2001 Senior Corps Cluster Conferences, a total of nearly 1,400 project directors and 600 sponsor executives joined together to discuss the future of senior service and explore creative ways to maximize senior volunteerism.

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Outcome

Constructive conflict provides an opportunity for reflection and conversation among service members.

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Posted On

September 3, 2002

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For More Information

Campaign Consultation, Inc.
2817 St. Paul Street
Baltimore, MD 21218
Phone: (410) 243-7979, x18
Toll-free: 1-877-234-2253
Fax: (410) 243-1024

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Resources

From The Resource Center library:

Resolving Conflict in Non-Profit Organizations

Item number: R1195

Another good resource is Peters, Angelica Marion. Resolving Conflict in Non-Profit Organizations. Amherst H. Wilder Foundation, 1999.

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