🤝Conflict resolution process

The Cable’s value resides in the people and the relationships that make up our inspiring, changemaking media cooperative. We collectively strive to foster an increasingly open, inclusive and caring culture.

In this document you will find a few suggested steps to take to safely and appropriately resolve conflict. Also included are support mechanisms if you need additional input to help resolve the conflict.

Create shared language to describe conflict

Conflict – when there is tension between two or more people.

Tension – Small annoying problems that, if left unfixed, will get worse over time. For example a piece of gravel in your shoe. You are affected negatively by something - this could involve (an)other person(s) or be some pain/frustration at the way things are working.

Divergence – A disagreement or difference of opinion, style or values. This may or may not involve tension.

Cable vision for conflict

Conflict and tensions are both really useful feedback. If we don’t communicate about these we are denying individuals and the organisation useful learning.

However, talking about conflict or tensions can be really scary and draining for different people for different reasons. But it is something that we can practice and having a shared commitment, shared language and structures will make it easier.

Conflict affects everyone in the group, so don’t view it as between individuals. It’s all our problem.

Conflict is inevitable. It will take up more time if you don’t deal with it consciously. If it’s not dealt with it can often resurface and ‘leak out’, draining energy and creating bad vibes.

“We rely heavily on “common sense” when we’re working in groups. We have expectations of each other, and we feel we shouldn’t have to explain all those expectations. The trouble with common sense is that everyone has a different version. We’ve all had different experiences, so we all have different unspoken assumptions. If you want to work together for a long time, if you want to be accessible to new people, and if you want to work with people who are not exactly like you, your group is going to have to have some conversations about norms and boundaries.”

Discussion on what we like / any issues

Step 1: processing yourself

  • Take time to process experiences if you feel confused, overwhelmed or agitated.

  • Note uncertainties and possible misunderstandings in your interactions, including cultural differences.

  • Distinguish people's actions from your feelings about them. They're both important, but they're different.

  • Distinguish disagreement from personal hostility. We're allowed to disagree, dissent and discuss.

If you've contemplated the experience and have decided it feels like it may be harassment or abuse, please consult our Grievance Policy.

It could be useful to talk this through with your peer if you feel comfortable. Your peer is there to support you – do draw on their experiences. This is part of their job so do not hesitate to get in touch.

Personal reflection & individual support

Think through what happened or has been happening. Take time and space to process and clarify your thinking if you feel confused, overwhelmed, or are experiencing strong emotions. Talk to a trusted friend, colleague, or your peer to work through your own perspective and experience. Ask yourself what part you played in it, what you could have done differently, and what your needs are to improve the situation. If you feel you need to go beyond individual work to resolve the problem, escalate to the next step.

Step 2: Invite direct communication

As long as you feel safe and the power balance and tone is conducive to constructive discussion, approach the person in question and talk it out.

Be mindful of picking a good time and place (privacy, lack of time pressure, mutually agreed location).

If you don’t feel like you can work it out one-on-one for any reason, escalate to the next step.

Before you meet, have a read over this Non violent Communication (NVC) cheat sheet. These methods of exploring our conflicts have proven to be useful in the Cable in the past (even if it can feel pretty cringy!)

NVC process:

  • Think about what you observed (separate of feelings, thoughts and needs)

  • How did that situation make you feel?

  • What are your needs in this situation and moving forward

Step 3: Supported communication

You may want to ask your peer if they can support you to have a conversation, however bear in mind they may not feel comfortable doing this, and mediating conflict is not an expectation of a peer.

People circle

If the previous steps have not resolved the conflict, reach out to the People circle lead, or ask your peer to do so. They will try to find a mutually agreeable next step, such as hosting a mediation themselves, or inviting an external mediator if needed.

Important note

Note: If you feel uncomfortable or unable to communicate via the Cable’s normal communication channels, please contact the People Circle lead (Lucas) to support you or another member of the people circle.

Other resources

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