How do you resolve conflicts in professional associations?

1 Identify the source of the conflict

The first step to resolve a conflict is to understand its root cause and nature. Is it a factual dispute, a difference of opinion, a clash of values, or a personal issue? Is it a one-time incident, or a recurring pattern? Is it affecting the whole association, or only a few individuals or groups? By identifying the source of the conflict, you can choose the most appropriate and effective approach to address it.

2 Communicate clearly and respectfully

Communication is key to resolving any conflict, but it can also be challenging, especially in a professional association, where members may have different backgrounds, perspectives, and expectations. To communicate effectively, you need to listen actively, empathize with others, express your views and feelings clearly and respectfully, and avoid assumptions, accusations, or judgments. You also need to be open to feedback, and willing to acknowledge your mistakes or misunderstandings.

3 Seek common ground and mutual benefit

Another strategy to resolve a conflict is to focus on the common goals and interests of the association, rather than on the differences or disagreements. By finding common ground, you can build trust and rapport among members, and foster a sense of belonging and cooperation. You can also look for ways to create mutual benefit, by exploring options that can satisfy the needs and preferences of all parties, or by compromising or exchanging concessions.

4 Use mediation or arbitration

Sometimes, a conflict may be too complex or difficult to resolve by the parties themselves, and they may need the help of a third party to facilitate the process. Mediation and arbitration are two common methods of conflict resolution that involve a neutral and impartial person who can help the parties communicate, negotiate, and reach an agreement. Mediation is more informal and flexible, and allows the parties to retain control over the outcome. Arbitration is more formal and binding, and the arbitrator has the authority to decide the outcome.

5 Learn from the experience

The final strategy to resolve a conflict is to learn from the experience, and use it as an opportunity to improve the association and its members. You can reflect on what went well and what went wrong, and identify the lessons learned and the actions needed to prevent or minimize future conflicts. You can also celebrate the achievements and appreciate the contributions of all parties, and recognize the value of diversity and dialogue in the association.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?