RCLD Outreach Training

Section 5: Get meeting

Group dynamics and communication

Dealing with conflict

In group settings, it is important to acknowledge and affirm differences. Differences between people are a strength when those differences are affirmed, respected, and valued. Respecting differences and learning about them is the key. Differences of opinion should be heard for the sake of learning rather than for the sake of persuading. It is normal for people to have disagreements about what should be done and how it should be done. It is important to talk about these disagreements when they arise to seek a peaceful resolution.

Man holding his hands up in the air with a concerned look on his face

Man with a disability speaking into a microphone

Use discussion “pauses” or a brief break

When a quick resolution to a disagreement does not happen, you may want to put that topic on hold so that the meeting can continue and get to other important topics. However, the group will need to return to the topic in another meeting and potentially engage in conflict resolution.

Reach out to individuals between meetings

You may want to touch base with individuals following meetings where a disagreement came up that was not immediately resolved to let them know they are being heard and valued in the midst of challenging differences. This can soothe group members who might be upset.

Woman sitting at event table with her hands crossed listening to someone else speak

Tool for resolving conflict

The Community Toolbox from the University of Kansas has many useful tips and strategies for resolving persistent conflict (https://ctb.ku.edu/en/table-of-contents/implement/provide-information-enhance-skills/conflict-resolution/main). They have tools for understanding the nature of the disagreement and how people who disagree can find ways to communicate, brainstorm possible solutions, and come to agreement.

Important note

Note that finding a resolution can be stressful, especially when the stakes are high, and both sides are not equally motivated to reach an agreement. The party with the least to lose can make negotiating difficult by stonewalling, not showing up, and threatening to end the resolution process. To be at your best for negotiating, you can prepare yourself for these possibilities and handle them with grace. Strong emotions create difficult circumstances for reaching agreements. To the extent each party manages its stress level, objective outcomes that work for everyone can be reached.

Woman sitting at a table with her head resting in her hands with a disinterested look on her face