Appendix: Diagnostic Tool
We built this framework in hopes that you will be able to build a culture and structure that supports healthy conflict within your group. We believe that, if you put effort into it, the members of your group are capable of managing most conflicts that arise and transforming conflicts in ways that deepen your work. Before using the diagnostic tool below, we recommend you read through the earlier sections of this document, including the introduction, key definitions, assumptions and common sources of harm. Reading those sections will help you determine whether or not this framework is likely to resonate with your worldview.
This diagnostic tool offers a set of questions to ask yourselves when you feel stuck or in over your heads and then points you to sections of the framework and associated tools to focus on. Should you require outside assistance, we also make recommendations for the types of practitioners who might be helpful in certain situations.
With each question, if you answer “yes”, you can focus your reading on the subsections listed and the associated reflection exercises and tools. We hope that the act of completing this diagnostic will also help you to clarify the nature of the conflict.
Is there a specific precipitating event, series of events, interpersonal or intragroup conflict, or criticism that you can name?
︎Yes, we can name a specific conflict we need to address.
︎ Start by reading through the Introduction, Key Definitions, Assumptions and Common Sources of Conflict and Harm
︎Is the conflict with another group that has significantly more power than yours?
- Do you believe the other group shares your commitment to shifting the arrangement of power?
︎ Go through the framework from Rebecca Subar’s book When to Talk and When to Fight.
- Do you believe that the other group is unwilling to shift the arrangement of power?
︎ Go through the framework from Rebecca Subar’s book When to Talk and When to Fight.
︎Is the conflict between specific individuals or specific groups of people within the group or from within your wider circle of accountability?
- Is the conflict between people who have experienced historical oppression and dominant group members?
︎ Go to Grounding Agreements…
Presume and Build Shared Purpose
Acknowledge and Value our Differences
Unlearn and Learn Together
Make Space for Difficult Conversations
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
︎ Go to Tools for Conflict Transformation
Review all subheadings
︎ Go to Practitioners Who Can Help
Movement-oriented Trainers and Consultants
Organizational Development Consultants
- Is the conflict about specific behaviors that have been named harmful?
︎ Go to Grounding Agreements…
Make Space for Difficult Conversations
Set Clear Boundaries for Participation
Practice Accountability that Builds Community︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
Acknowledge Differences and Embrace Conflict
Have Compassion for Struggles With Learning And Unlearning
Approach One Another Witha Spirit of Curiosity and Inquiry
Act with Integrity
Practice Direct Communcation and Feedback
Resist the Impulse to Fight and Punish
Experiment, Learn and Adapt
Organizational Development Consultants
Program Evaluators
- Is the conflict about the way things are being done in the group?
︎ Go to Grounding Agreements…
Read all Subheadings
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
Acknowledge Differences and Embrace Conflict
Have Compassion for Struggles With Learning And Unlearning
Approach One Another Witha Spirit of Curiosity and Inquiry
Act with Integrity
Practice Direct Communcation and Feedback
Resist the Impulse to Fight and Punish
Experiment, Learn and Adapt
Organizational Development Consultants
Program Evaluators
- Is the conflict about people not meeting expectations or fulfilling responsibilities?
︎ Go to Grounding Agreements
Make Space for Difficult Conversations
Set Clear Group Guidelines for Participation
Practice Accountability that Builds Community and Honors Humanity
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
︎ Go to Tools for Conflict Transformation
Have Compassion for Struggles With Learning And Unlearning
Approach One Another Witha Spirit of Curiosity and Inquiry
Practice Direct Communcation and Feedback
Resist the Impulse to Fight and Punish
︎ Go to Practitioners Who Can Help
Coaching for Individuals
Management Trainers
Social Justice Training Organization
- Is the conflict coming from people who are finding it difficult to understand how to plug in to the group?
︎ Go to Grounding Agreements…
Acknowledge and value our differences
Set clear group guidelines for participation
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
︎ Go to Practitioners Who Can Help
Management Consultants
Organizational Development Consultants
Coaching for Individuals
- Is the conflict around a topic that has come up many times but has never been resolved?
︎ Go to Grounding Agreements…
Acknowledge and Value our Differences
Make Space for Difficult Conversations
Practice Accountability that Builds Community and Honors Humanity
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
︎ Go to Tools for Conflict Transformation
Acknowledge Differences and Embrace Conflict
Approach One Another With a Spirit of Curiosity and Inquiry
Practice Direct Communication and Feedback
Resist the Impulse to Fight and Punish
︎ Go to Practitioners Who Can Help
Coaching for Individuals
Mediators
Program Evaluators
- Is the conflict about people who have made mistakes, or fallen short of the group’s expectations?
︎ Go to Grounding Agreements…
Practice Accountability that Builds Community and Honors Humanity
︎ Go to Creating a Container
Clear and Defined Group Purpose and Structure
︎ Go to Tools for Conflict Transformation
Have Compassion for Our Struggles With Learning and Unlearning
Practice Direct Communication and Feedback
Resist the Impulse to Fight and Punish
︎ Go to Practitioners Who Can Help
Mediators
Organizational Development Consultants
- Is the conflict about a particular strategy or tactic group members are considering using to make social change?
︎ Go to Grounding Agreements…
Presume Shared Purpose
Acknowledge and Value our Differences
Make Space for Difficult Conversations
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
︎ Go to Tools for Conflict Transformation
Acknowledge Differences and Embrace Conflict
Approach One Another With Curiosity and Inquiry
Resist the Impulse to Fight and Punish
Experiment, Learn and Adapt
︎ Go to Practitioners Who Can Help
Social Justice Training Organizations
Group Process Facilitator
- Is the conflict related to money or the allocation of resources by group members?
︎ Go to Grounding Agreements…
Unlearn and Learn Together
Make Space for Difficult Conversations
Practice Accountability that Builds Community and Honors Humanity
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
︎ Go to Tools for Conflict Transformation
Acknowledge Differences and Embrace Conflict
Apprach One Another With a Spirit of Curiosity and Inquiry
Resist the Impulse to Fight and Punish
Experiment, Learn and Adapt
︎ Go to Practitioners Who Can Help
Organizational Development Consultants
Development and Fundraising Consultants
Financial Management Consultants
︎Is the conflict being generated by people outside your circle of accountability?
︎ Go to Grounding Agreements…
Set clear group guidelines for participation.
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
︎ Go to Tools for Conflict Transformation
Define and respect boundaries and prioritize safety
Act with Integrity
Resist the Impulse to Fight and Punish
︎ Go to Practitioners Who Can Help
Communications and Public Relations Consultants
Evaluators
︎ Start by reading through the Introduction, Assumptions and Common Sources of Conflict and Harm
︎ Go to Grounding Agreements…
Unlearn and Learn Together
Make Space for Difficult Conversations
︎ Go to Creating a Container
Go to Clear and Defined Group Purpose and Structure
︎ Go to Tools for Conflict Transformation
Acknowledge Differences and Embrace Conflict
Approach One Another With a Spirit of Curiosity
Practice Direct Communication and Feedback
︎ Go to Practitioners Who Can Help
Group Process Facilitators
Organizational Development Consultants
Once you have defined the problem go back to Section I.