Conflict Procedure

Conflict Resolution

We want to do conflict well, for tensions between members to be healthy and contribute to personal and collective growth. We build a culture of robust debate, honesty, and care.

Conflict Resolution Principles

• We engage to the best of our ability to resolve conflict, and seek help when needed.

• Resolve conflicts as close as possible to the people involved. Begin with the people directly involved, and expand from there as needed.

• We have mutual responsibility and care for each other.

• We act in good faith and work to be constructive, empathetic, and honest.

• We resolve conflicts with both our individual needs and the needs of the collective in mind.

• We view each other through the “Green Lens”:

  • This person is a hero, whole and complete

  • They have goals, dreams, and a desire to make a difference

  • They have their own answers

  • They are contributing to me right now

  • They deserve to be treated with dignity and respect

  • Disagreements can inspire discussion and learning.

However, if a disagreement is blocking progress, is hurtful, or is harmful, then a resolution needs to be found.

Anyone affected by a conflict can move an issue to the next resolution step if it is not being resolved at the current level of engagement.

Resolution means the parties involved feel heard, the agreed outcome or change is clear, and normal decision-making and activity within the collective is possible.

If a conflict continues to negatively impact an individual or the team, it is not resolved.

Regular practices to avoid conflict before it starts

• At new member trainings we introduce our principles, communication systems, culture, and conflict resolution process.

• Regular team process check-ins to reflect on our systems and raise any issues. We continuously focus on smooth, effective, empathetic communication.

• We create a culture of giving direct constructive feedback, listening to one another, and asking for help when needed.

Resolution Steps

Generally, the process will start at step one and move from there as needed. However, someone could begin at a later step after seeking advice that it would be appropriate to the specific situation.

Ideally, the Conflict Resolution process is initiated with all conflict participants. But, if some parties are unwilling, the resolution process could be started with just one.

If you notice conflict between others that doesn’t seem to be on the path to resolution, empower yourself to draw their attention to it. If necessary, you can suggest they engage the Conflict Resolution Process.

Step 1 – Personal reflection & individual support

Think through what happened. If you feel confused, overwhelmed, or are experiencing strong emotions, take time and space to process and clarify your thinking. Talk to a trusted friend, Vibe Guardian or cult member, 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. If you feel you need to go beyond individual work to resolve the problem, move to the next step.

Step 2 – 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, etc). If you don’t feel like you can work it out one-on-one for any reason, move to the next step.

Step 3 – Supported communication

Bring in a mutually trusted third party to host a conversation with the people involved. If the third party feels insufficiently resourced (time, energy, or skill), or you’ve tried and it didn’t resolve the conflict, move to the next step.

Step 4 – Vibe Guardian Team

If the previous steps have not resolved the conflict, reach out to the Vibe Guardian Team. They will try to find a mutually agreeable next step, such as hosting a mediation themselves, or inviting an external mediator or other expert in.

Raising complaints:

If the conflict is not suitable for Mediation or Conflict Resolution and needs to be raised and investigated we also have channels for both formal and anonymous complaint submission.

Formal complaint:

If you'd like to make a formal complain we have a form you can complete. This information will be passed on to a Vibe Guardian of your choice to be investigated. If you would not like your identity to be known we recommend an anonymous complaint instead.

Link:

Anonymous complaint:

I'd you'd like to submit a formal but anonymous complaint we have a separate form to complete.

Link: