Let’s work through this: conflict mediation with Nathalie Thompson
Summary
How important is cultural competency in conflict mediation within global or culturally diverse nonprofit organizations?
Is task versus relationship conflict still a helpful distinction in the field of conflict mediation?
Is interest based negotiation and problem-solving still a helpful approach in conflict management skill building?
In this NGO Soul+Strategy podcast episode, I interview Nathalie Thompson, Owner of 5 Fold Consulting, on conflict mediation.
Erica's Bio:
Owner of ‘5 Fold Consulting’
Core Practitioner and Faculty at the Corentus Team Coaching company
Mediator, facilitator and coach
We discuss:
• Nathalie is among others an ombuds. This is an originally Swedish term that literally means: ‘representative of the people’, and is an independent, neutral person in the organization to whom staff can go for confidential advice, feedback on policy, procedure or when they seek accommodation. Ombuds are independent from HR, and can offer mediation, raise sensitive issues such as harassment and performance issues with those in authority.
• It is useful to work on task related conflicts as a precursor to any relationship-based conflict.
• There are clearly cross-national cultural differences in how humans deal with conflict. As a mediator, it is important to first build relationship, to inquire what makes for a good conversation for the person, and how to structure the conflict mediation process
• There are also gendered dimensions to conflict expression and management. Society tends to ascribe the term ‘aggressive’ to women, for instance, when they engage in conflict, while men are labelled as ‘assertive’.
• One way of minimizing interpersonal conflicts within organizations is to clarify expectations, styles and preferences. Similarly, to clarify goals and parameters, and how to do the work.
• Also, to agree to tackle breakdowns in relationships by agreeing upfront how difficulties will be raised, and to work through Corentus ‘6 question framework’ for dealing with breakdowns.
• The apparent rise in intra-organizational strife in civil society organisations is an extension of the external polarization in society: a tendency to think in terms of ‘one true way’ instead of accepting there are many different ways.
Quotes:
“In the nonprofit sphere, people tend to be expected to be ‘so nice’; this makes it harder to exert accountability, and to say what needs to be said”