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This document details our official Interpersonal Conflict Resolution Procedure. It is to be adhered to by all FTEE/TA staff, board members, volunteers, and general membership. Failure to attempt in good faith to resolve conflicts via the this procedure is a violation of the Code of Conduct. This document is to be agreed on by all parties when they join the project. to:
This document details our official Interpersonal Conflict Resolution Procedure. It is to be adhered to by all FTEE/TA staff, board members, volunteers, and general membership. Failure to attempt in good faith to resolve conflicts via the this procedure is a violation of the Code of Conduct. This document is to be agreed on by all parties when they join the project. This document is not to be used to resolve Code of Conduct violations. This is for interpersonal disputes only. Changed lines 60-62 from:
Tips for Being a Good Moderator
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Guidelines for Being a Good Moderator
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This document details our official Interpersonal Conflict Resolution Procedure. It is to be adhered to by all FTEE/TA staff, board members, volunteers, and general membership. Failure to attempt in good faith to resolve conflicts via the this procedure is a violation of the Code of Conduct. This document is to be agreed on by all parties when they join the project. to:
This document details our official Interpersonal Conflict Resolution Procedure. It is to be adhered to by all FTEE/TA staff, board members, volunteers, and general membership. Failure to attempt in good faith to resolve conflicts via the this procedure is a violation of the Code of Conduct. This document is to be agreed on by all parties when they join the project. Changed lines 62-72 from:
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NOTICE: This document is a WORK IN PROGRESS -- And OPEN FOR COMMENT -- This notice will be removed after this document has been agreed on. Deleted line 56:
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Choosing a Moderatorto:
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Role of the Moderatorto:
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Conflict Resolution Procedure Changed lines 5-6 from:
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Check-insto:
Check-insChanged lines 32-33 from:
Tips for a Successful Check-into:
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An example Check-into:
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An example Check-inHere is a fictional account between two parties in-conflict and how they meet a resolution. Please note, this example is very generic and does not cover the depth in which a real check-in would work. It is only to provide a simple sketch of what the process should look like while you are engaged in the check-in process. Changed lines 45-47 from:
Tips for Being a Good Moderatorto:
The moderator is not there to pick a winner or loser of a check-in (further more, a check-in has no winner nor does it have a loser). The moderator's responsibilities are as follows:
Tips for Being a Good Moderator
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The most important part of the check-in process is to hear what the other person has to say, listen fully and let them say everything. Once the other party has finished speaking one should acknowledge what the other party has said. And then reply to it. Usage of the word you should be avoided at as much as possible. Focus on I statements. Example: Instead of - "You make me feel angry when you tell me..." Try: "I get angry, when I hear..." By doing this, it avoids the feelings associated with this type of confrontation. to:
The most important part of the check-in process is to hear what the other person has to say, listen fully and let them say everything. Once the other party has finished speaking one should acknowledge what the other party has said and then repeat it back to them in their own words, and then reply to it. By doing this, both parties will know the other one has heard them. Usage of the word you should be avoided at as much as possible. Focus on I statements. Example: Instead of - "You make me feel angry when you tell me..." Try: "I get angry, when I hear..." By doing this, it avoids the feelings associated with this type of confrontation. Changed lines 41-42 from:
The moderator must be neutral party as seen as by both parties in the check-in process. to:
A moderator must be neutral party as seen as by both parties in the check-in process. If either party expresses discomfort with the chosen moderator, a different moderator should be chosen immediately, this is not to be debated. Added lines 44-47:
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* At this time a moderator should be chosen if either party would like one
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The check-in process is a self guided form of conflict resolution. A check-in can be asked at any time by simply asking the person they are in conflict with for a "check-in". At this point both parties must agree for a time and date to meet and talk about their differences privately. It is normal for parties to have to hold several check-ins before they fully resolve their conflict. The most important part of the check-in process is to hear what the other person has to say, listen fully and let them say everything. Once the other party has finished speaking one should acknowledge what the other party has said. And then reply to it. Usage of the word you should be avoided at as much as possible. Focus on I statements. Example: Instead of - "You make me feel angry when you tell me..." Try: "I get angry, I hear..." By doing this, it avoids the feelings associated with this type of confrontation. to:
The check-in process is a self guided form of conflict resolution. A check-in can be asked at any time by simply asking the person they are in conflict with for a "check-in". At this point both parties must agree for a time and date to meet and talk about their differences privately. It is normal for parties to have to hold several check-ins before they fully resolve their conflict. To summarize the check-in process is as follows:
Tips for a Successful Check-inThe most important part of the check-in process is to hear what the other person has to say, listen fully and let them say everything. Once the other party has finished speaking one should acknowledge what the other party has said. And then reply to it. Usage of the word you should be avoided at as much as possible. Focus on I statements. Example: Instead of - "You make me feel angry when you tell me..." Try: "I get angry, when I hear..." By doing this, it avoids the feelings associated with this type of confrontation. Changed lines 22-23 from:
The most important part of the check-in process is to hear what the other person has to say, listen fully and let them say everything. Once the other party has finished speaking one should acknoledge w to:
The most important part of the check-in process is to hear what the other person has to say, listen fully and let them say everything. Once the other party has finished speaking one should acknowledge what the other party has said. And then reply to it. Usage of the word you should be avoided at as much as possible. Focus on I statements. Example: Instead of - "You make me feel angry when you tell me..." Try: "I get angry, I hear..." By doing this, it avoids the feelings associated with this type of confrontation. Changed lines 30-31 from:
The moderator must be neutral party as seen as by both parties in the check-in process. T to:
The moderator must be neutral party as seen as by both parties in the check-in process. Deleted lines 32-34:
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The most important part of the check-in process is to hear what the other person has to say, listen fully and let them say everything. Once the other party has finished speaking one should acknoledge w Changed lines 30-34 from:
The moderator must be neutral party as seen as by both parties in the check-in process. to:
The moderator must be neutral party as seen as by both parties in the check-in process. T Role of the ModeratorDeleted line 21:
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If the parties are unable to resolve their conflicts with a self guided check-in, or the parties are to:
If the parties are unable to resolve their conflicts with a self guided check-in or the parties are not comfortable to meet on their own, a moderator can be chosen to sit in on the check-ins and keep things civil and safe for all parties involved. Changed lines 28-29 from:
The moderator must be neutral party as seen as by both parties in the check-in process. to:
The moderator must be neutral party as seen as by both parties in the check-in process. Added line 13:
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Definitions
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This document details our official Interpersonal Conflict Resolution Procedure. to:
This document details our official Interpersonal Conflict Resolution Procedure. It is to be adhered to by all FTEE/TA staff, board members, volunteers, and general membership. Failure to attempt in good faith to resolve conflicts via the this procedure is a violation of the Code of Conduct. This document is to be agreed on by all parties when they join the project. Changed line 24 from:
The moderator must be neutral party as seen as by both parties in the check-in process. to:
The moderator must be neutral party as seen as by both parties in the check-in process. Changed lines 1-3 from:
Conflict Resolution Procedureto:
Conflict Resolution ProcedureOverviewThis document details our official Interpersonal Conflict Resolution Procedure. Added lines 11-12:
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The check-in process is a self guided form of conflict resolution. A check-in can be asked at any time by simply asking the person they are in conflict with for a "check-in". At this point both parties must agree for a time and date to meet and talk about their differences privately. It is normal for parties to have to hold several check-ins before they fully resolve their conflict. Changed lines 20-24 from:
Choosing a Moderatorto:
If the parties are unable to resolve their conflicts with a self guided check-in, or the parties are Choosing a ModeratorThe moderator must be neutral party as seen as by both parties in the check-in process. Added lines 1-14:
Conflict Resolution ProcedureMotivationConflicts happen when groups of people work together, this is an inescapable fact of life. If we accept this, we can more effectively work together by formalizing the way in which we resolve the natural conflicts that are bound to come up as different personality types and life experiences work and/or spend time together. Check-insModerated Check-insChoosing a Moderator |