A lot of time is wasted in non-profit organizations resolving conflicts and dealing with their consequences, knowing that these conflicts are often caused by ongoing changes in the organization. Some disturbances within non-profit organizations also occur due to changes in funding for employees and volunteers, as well as redistribution of roles, in addition to the dual roles of board members, who also act as volunteers.

New board members bring different perspectives to organizations, leading to changes in the organization's policy. Meanwhile, leadership and new visions can make employees and volunteers feel confused and anxious about the organization's future. Additionally, the constantly changing work environment can be fertile ground for the growth of personal pressures, feelings of resentment, hostility, and interpersonal conflict.

Although conflict arises when two or more people share in a task, avoiding it remains elusive. Conversely, conflict can either hinder constructive outcomes or be a positive source of energy and creativity. The solution lies in learning how organization members can effectively manage conflicts by properly handling interpersonal disagreements.

In fact, the release of preconceived judgments about people is behind many personal conflicts, as these judgments often lack a factual basis. In this context, when we accuse others based on unfounded assumptions, we expose ourselves to very negative reactions from them.

From this perspective, we can identify the root causes of conflict by reflecting on what we assume about others and verifying that through direct communication with them. Simply realizing that we act based on incorrect assumptions is a positive step toward reducing conflict.

Learning to listen to others better is one of the effective ways to correct our assumptions. You can check the effectiveness of this method by asking several questions such as “When was the last time you felt listened to? Were you listened to until you finished speaking? Did your interlocutor indicate that they listened to you by checking what they understood from your words? Did they correct any misinformation? Were you advised or reassured about something? Did the context of the conversation shift away from your experience to talk about a similar experience or to voice a complaint? Did they interrupt you and urge you to get to the point?

In fact, good listening can be an effective way, as it helps us avoid and sometimes resolve disagreements in both our personal and professional lives. Listening to others attentively does not necessarily mean agreeing with their point of view, but it shows that we care about and value the other person's perspective regardless of how it differs from ours.

Sometimes, we are unable to resolve our differences with others, regardless of our goodwill and communication skills. In such cases, it is necessary to seek a mediator, who is usually a neutral third party. Mediators help individuals learn the skill of listening and understanding each other, and they facilitate discussions between both parties so that they can consider a variety of options to reach a mutual understanding and resolve the conflict. The outcome is often an agreement that satisfies both parties.

It is worth noting that mediation requires a radical shift in mindset, specifically abandoning the idea of “I am right, and you are wrong,” in order to understand the full dimensions of the conflict. Moreover, mediation means letting go of the notion that others can solve our problems, thus accepting the idea of taking responsibility for our decisions.

In fact, people often resort to mediation, but they carry with them feelings of sarcasm, distrust, and anger, and they usually blame others. However, the mediation process allows them to express these negative feelings and ultimately transform them into catalysts for constructive change.

Overall, all organizations are prone to conflicts; however, individuals within organizations can move forward to improve relationships and productivity when there is a willingness to examine outdated thinking and behavior patterns and replace them with more constructive ones. Therefore, effective listening, as well as mediation, are very effective tools for employees, volunteers, and board members in non-profit organizations to resolve conflicts among themselves.

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Author: Elizabeth Siman

Website: Mediate