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One way that I will hold my team accountable to having productive conflict is to have clearly defined expectations of what conversations in conflict will look like. One way I will hold myself accountable to having productive conflict is doing my own research beforehand and not just absorbing other peoples' opinions that I trust. One question I still have is what are the next steps if the conflict doesn't lead to a clearly defined resolution?

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I think to hold the team accountable, to have shared norms for how we want to resolve conflict and go back to those when conflict inevitably arises. To hold myself accountable, I think I would try to be reflective about how I'm feeling and how it's imacting my reponse; am I acting defensively or coming from a place of wanting to understand?

Hopefully these types of folks are few and far between, but my question is how would you address someone who enjoys arguing and conflict, but doesn't always handle it in a productive way?

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What is one way you will hold your team accountable to having productive conflict?

Being able to identify the nature of the conflict whether it’s strategic, personal, or communication.

What is one way you will hold yourself accountable to having productive conflict?

Being able to clarify the conflict in detail and having these discussions in meetings. Preparing key points so the resolution for the conflict is smooth and structured.

What is one question you're still wrestling with?

Is it possible for a conflict to be left unresolved despite taking all the necessary steps to create a productive meeting discussion to resolve the issue?

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1. Having someone to properly go to for conflict mediation if needed and forming better channels to go through for conflict

2. Prioritizing the conflict on the issue rather than the person

3. What would a proper channel to go to for conflict mediation look like?

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One way I will hold my team accountable to having productive conflict is by having good communication, asking clarifying questions without assumption.

I want to be more prepared, and organized , so when I walk into team meetings i'm prepared and know whats happening, and can help other people be more prepared to fight the on going conflicts.

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One way I want to hold my team accountable is to be honest about concerns and honest as a member.

I want to hold myself accountable when having productive conflict by having clear, concrete goals with propositions to outside organizations and clear communication.

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I will talk with my team beforehand to make sure we are all level-headed, open-minded, and clear on our intentions before addressing the conflict. I need to start addressing conflict in the first place, so I will seek support from other hub members before addressing the issue.

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1. Reminding folks to come back to our shared values when it becomes too personal or too aggressive

2. Trying to not be defensive and instead looking for understanding not opposition.

3. What happens when everyone does think it is a single person's issue/fault? When does it become 'we might have to remove this person'?

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1. Holding space (even just 10-15 minutes) during weekly during hub meetings for hub members to bring up any worries/suggestions/etc can help produce and maintain healthy conflict.

2. I think facilitating and encouraging these discussions can help to hold myself accountable for productive conflict.

3. What do I do as a leader when productive conflict turns to non-productive, toxic conflict?

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What is one way you will hold your team accountable to having productive conflict? What is one way you will hold yourself accountable to having productive conflict? What is one question you're still wrestling with?

Directly asking people to focus on clearly explaining the problem had with the issue, rather than pejoratives attacking others.

I will make sure to be mindful of the perspective of others while being true to my own feelings and values.

I Wrestled With God

~ Israel

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I feel like being rooted in core values will help with productive conflict. I will hold myself accountable by not self censoring when I disagree, which will allow me to stop holding back from healthy conflict. And I am still wrestling with how to handle someone who doesn't like conflict, and wants to avoid it?

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1. I will hold my team accountable by being transparent and honest.

2. I will hold myself productive when having conflict by continuing to remind myself that if I want the results I want no one will know unless I voice them.

3. One question I am still wrestling is navigating when my team and I don't come to a consensus and how to continue from there.

Ashmah D.

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(1) I will be trying my best to make sure conflicts don't become personal and they stay mission-based

(2) I will try and stop internalizing conflict as an attack on my person and more of a constructive disagreement

(3) I'm still wrestling with learning how to prepare for conflict.

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Emma Galbraith

I want to try and mediate conflicts and discussions and make sure everyone's voices are heard. I also want to make sure I'm not dominating conversations and letting other voices be heard. I'm still struggling to find where that balance is between not compromising your own values and not alienating others from your work and organization.

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Making sure that the group is thinking about the common cause as opposed to personal relationships.

Listening to people's words and not just what I believe about them.

What to do when healthy conflict becomes unhealthy?

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I will hold my team accountable to having productive conflict by speaking up when I notice it is needed and I will hold myself accountable to having productive conflict by familiarizing myself with the structure of conflict analysis and discussion. One thing I am still wrestling with is how to speak up when I feel too inexperienced for my input to be valuable.

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Alex Marshall

1. Being completely honest when organizing will naturally generate productive conflict. I think that conflict will happen on its own and it's more a matter of not avoiding it and not taking it personally.

2. I want to take time every week to reflect on organizing in the past few days and organizing in the near future.

3. How do we handle people who remain conflict-averse?

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Nudge team members when there seems to be a misunderstanding but folks are avoiding conflict.

Being aware of my personal biases and still giving everyone's ideas the same amount of thought.

How to prepare for a conflict you dont see coming?

Lizzie

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1). Providing sessions where team members can bring forth conflict in a facilitated setting

2). Bringing up conflict when it arises rather than letting it fester due to my fear of conflict

3). What are the best ways to handle conflict among two people that are in your org, but not involving yourself?

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1. Push people to give me and others more speciifc, direct feedback. Say "Could you be more specific about your feedback for me? I want to do my best to understand and make changes. I won't be offended if you have feedback for me." etc

2. Practicing my conflict before I have it so I can be brave & honest in the moment.

3. Wrestling with how to work on teams where race & class are really diverse and people don't have a lot of experience working with people different than them. Lots of trust is missing from the start and needs to be built over time.