Are Volunteer Conflicts Really a Problem?

Are Volunteer Conflicts Really a Problem? Transform a Problem into a Solution

As volunteer administrators, we all know that sometimes volunteers don’t get along with other volunteers… or, with some members… or, with some staff… or, with other board members. You get the idea.

But, is it really that much of a problem?

Volunteer conflicts can be super suckers – they can suck time and energy from staff and other volunteers, however, the damage can go so much deeper.

This 4-minute video, an excerpt from my training course Manage Volunteer Conflict with Courage, Compassion & Clarity, identifies and categorizes how issues may be impacting your organization and helps you to decide whether to step in (or not).

OK – I hope that was helpful.

If you have decided that volunteer conflicts are indeed an issue and you are ready for specific perspective and tools to increase your confidence in handling these delicate situations, you are ready to start the journey towards clear, solution-based conflict management. Join me at Volunteer Relations Institute for this 90-minute on-demand foundational training course.

Here is a bit of a preview of the course plus takeaways that you can use right away:

  1. Prepare for courageous conversations with the understanding that conflict is a natural part of innovation and growth. Without conflict, nothing in the world would ever change. Think about your organization as an example, you are there to solve a problem. Had there been no conflict to bring this issue to light, your organization would not exist. That doesn’t make conflict any more fun, but the results can be far better than what was happening beforehand.
  2. Take a compassionate and empathetic view of people’s positions. It’s so easy to pre-judge people’s motives and what they will say. Be open, neutral and inquisitive (in a non-confrontational way) to get people to open up to you. If you don’t understand where they’re coming from (plus, use language that will appeal to them), you can’t lead them towards solutions that will stick.
  3. Start and end conversations with clarity. Beforehand, think of acceptable solutions and in conclusion, nail down unshakeable agreements of what each person will do next to resolve the situation. (AND consequences if they don’t follow through 😮!!)

So, there you go. Solutions do exist for a problem that you may not even have known you had!!

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