Managing personality-based conflict

The following tips are adapted from tools developed by the Canadian Institute on Governance to help manage conflicts that are based on personality, personal or political agendas, or other more deep-rooted causes.

• Don’t try to resolve this kind of conflict in one go. Do not waste valuable time and energy trying to resolve these conflicts at a one-off community or organisational meeting.
•  Meet with parties individually.
  • Meet outside the work or meeting environment.
  • Try to define the issues.
  • Discuss the negative effect of the conflict on the group, community or organisation.
  • Seek a resolution.
•  Meet with the parties together. Meet with the disputing parties together to see if they can reach an agreement, so the organisation can still function effectively with their continued membership.
• Try to mediate the conflict. If that doesn’t work, bring in an acceptable third person—such as an Elder—who may influence the disputing parties’ behaviour. Conflicting parties are more likely to accept guidance from local mediators than from other external sources. This is because an Elder’s decision does not entail any loss of face and is backed by social pressure.The end result is, ideally, a sense of unity, shared involvement and responsibility, and dialogue among groups otherwise in conflict.
• Allow the party or parties to withdraw if that seems like the only option. If the parties can’t reach an agreement, one or both may have to withdraw from the activity that is the subject of dispute, or resign their positions as directors, managers or staff members of the organisation.
• Recommend disciplinary action. If the matter still isn’t resolved, recommend disciplinary action to the organisation.