1. Acknowledge the Conflict Early 2. Understand the Root Cause 3. Facilitate a Constructive Discussion 4. Set Clear Expectations from the Start 5. Foster Teamwork and Collaboration 6. Offer Post-Event Debrief

Especially when it comes to volunteer activities with high levels of stress in logistical or emotional terms, these conflicts can arise. In this case, it is crucial that the leader has the skills to manage it, but how? First, anticipate. You must know that this situation can occur, so you must provide prior guidance and inspire that the focus is on the impact that your team is going to create in the community/planet. And second, even if this happens, make sure to create and maintain a strong connection with your team, in order to have difficult conversations in a constructive way.

Applying the Thomas-Kilmann Conflict Mode Instrument (TKI), I guided employees through a structured resolution, blending collaboration and compromise. During a tree-planting event, roles were clarified, and team members were encouraged to express concerns openly. This not only resolved the tension but also built stronger camaraderie. To deepen your understanding, check out "Crucial Conversations" by Patterson et al. Resolving conflicts is like untangling headphone wires—patience and clarity are key! 🌳🎧 Do follow for more insights like this! ♻️

When employees clash during volunteer events, I’d address the conflict promptly and with empathy. I’d first listen to each person’s perspective privately to understand the root of the issue, then bring them together to facilitate a respectful, open conversation. By focusing on shared goals and the bigger picture of the event, I’d help them find common ground and encourage compromise. Setting clear expectations for behavior and fostering a collaborative environment can prevent future issues. Ultimately, I’d aim to turn the conflict into an opportunity for growth and teamwork, ensuring everyone feels heard and valued.

Los conflictos durante acciones de voluntariado pueden deberse a dos causas; la primera es un conflicto previo latente que al cambiar el escenario se dispara y debe ser resuelto por quienes lideran los equipos que integran quienes intervienen en el conflicto. La segunda es por el agotamiento del voluntariado en sí mismo debido a la elección de actividades de corto plazo y fácil implementación que limitan el alcance y la profundidad del impacto. Al buscar sustituir a quienes necesitan ayuda sin modificar su situación de forma sostenible genera frustración en ambos actores. En este caso hay que migrar hacia otras herramientas que representen una evolución del voluntariado; estratégica para la empresa y eficiente para la comunidad.