Conflict Resiliency

Walking D Inc. Conflict Resiliency Framework

Tools…………….
Self Assessment Form
Request for Support

This framework recognizes the inevitability of conflict in any organization, including ours, and in doing so openly addresses the importance of being a community that can withstand conflict and become stronger as a result of resolving conflicts successfully.

This framework reflects Walking D’s Board of Directors’ and shareholders’ mutual commitment to:
……..• Prevent conflicts from arising;
……..• Resolve conflicts that do arise in a timely manner to the satisfaction of all parties concerned;
…….• Use conflict “as a source of energy that spurs innovation, trust, and increased engagement.”


“Conflict is simply the gap between what we want and what we are experiencing at any point in time. This gap generates energy because humans are highly motivated to close the gap because it isn’t comfortable. This emotional discomfort can motivate people to expend lots of energy.” *    Conflict resiliency is the ability to recover quickly when a conflict arises. A conflict resilient community is “…one where conflict is managed well, and not allowed to escalate. It supports you to create a more positive community and workplace by suggesting how to build commitment to change, review current practice, identify areas for improvement, present options for change and evaluate success.”

Becoming a conflict-resilient community requires that all shareholders feel a sense of shared responsibility to communicate constructively and remain committed to channeling the energy generated by conflict in positive ways.
The core features of a conflict-resilient community support Walking D, Inc. and its members to take action at multiple levels:

• Promotion: Members of a conflict-resilient community are proactive in building a culture of communication.
• Prevention: Members of a conflict-resilient community take action before a conflict arises.
• Response: Members of a conflict-resilient community respond quickly and appropriately.
• Compliance: Members of a conflict-resilient community comply with relevant guidelines, rules, regulations and address principles of natural justice and procedural fairness.

Walking D’s conflict resiliency protocol begins with submitting a Self-Assessment Form. Individuals experiencing conflict are encouraged to try to resolve the conflict themselves. If that is not possible, they then submit a Request For Support to the Walking D Board of Directors.

Options for support include:

  1. Conversation: People talk to reach shared understanding and (hopefully) commit to action.
  2. Feedback: People offer observations or help someone to reflect.
  3. Conflict Coaching: A third party works with an individual to help develop insights and clarity around resolving disputes and conflict.
  4. Facilitation: A third party helps a group to achieve a collective goal. This could involve group conferencing or what is known as appreciative inquiry.
  5. Mediation: A third party helps to find mutual understanding and optimal action.

This framework calls on the Walking D Board of Directors to use conflict as an opportunity to strengthen it’s over-arching desire to manage our corporation in a harmonious, conflict resilient way.

 

How our corporation management decisions are made

The shareholders elect a governing Board of Directors to oversee the business affairs and management of our property and assets.  They are entrusted with the care of our property, its use by corporate shareholders, family members, guests and business associates.  Shareholders are urged to support the process established by communicating your thoughts, concerns and requests directly with the Board.  Your input will be given serious consideration and will be responded to in a timely manner.

The Board is open to your input but ultimately is responsible for making decisions based on its evaluation of the optimal course of action to take, yet your communication with the Board is of most importance.  Should your input not produce the results you desire, or if you feel you are not being understood or dealt with fairly, you can submit a statement that will initiate a process of conflict resolution between the parties involved, and may proceed in a set format for addressing your concerns.

 

How conflict is managed

An integrated conflict resiliency protocol (process) provides fair and effective systems for handling grievances, including adjudication if necessary. This protocol is designed to: Encourage early intervention; identify root causes of conflicts and shares this information to create change; use alternative dispute resolution (ADR) practices, including feedback, conversation, conflict coaching, facilitation, and mediation.  Commitment to communication and respect while seeking resolution is paramount .

• Level 1: Building and strengthening relationships is the most effective way of preventing conflict. This entails focusing heavily on constructive communication. All members of Walking D, Inc. are encouraged to make a personal investment in Level 1.

• Level 2: When conflict arises, the individuals experiencing conflict are encouraged to work together to resolve the conflict and channel the energy generated by the conflict into building trust and strengthening relationships within the corporation.

• Level 3: If the individuals experiencing conflict cannot find a mutually-agreeable solution, they are encouraged to follow the following conflict resolution protocol:

  1. Complete the online self assessment form by clicking here.
  2. Individuals try to resolve conflict among themselves using alternative dispute resolution (ADR). These include: conversation, feedback, conflict coaching, facilitation and mediation.
  3. Should this not be sufficient, all individuals involved in the conflict submit a formal request for support to the corporate Board of Directors and a chosen Community Relations Team will address the issues at hand.
  4. IF CONFLICT HAS NOT BEEN RESOLVED: Referral to external expert (outside the corporation) selected by involved parties for mediation.

 

* This framework draws upon the work done by Nate Regier, co-founding owner and chief executive officer of Next Element and the State Services Authority of Victoria, Australia, which produced a report and two implementation guides which are heavily reflected in this framework.