Managing Conflict

Where does conflict come from? Conflict is neither good nor bad – it just is! However, acknowledging power dynamics, team relations, and  communication styles can help us better navigate through conflict. Our conflict management resources  help provide effective techniques such as  consensus building and problem solving skills – to better encourage collaboration. See some of our resources below.

Active Listening Techniques

When conflict happens it’s helpful to remember

Wellness in Our Work

It can be difficult to take care of ourselves while we work towards change, but it is vital. Wellness needs to be reclaimed and as people working to create change we need to understand that our emotional, physical, and spiritual well-being is intrinsically connected to the sustainability of our communities and movements. We must hold spaces for healing, building accountable and authentic relationships, addressing conflict , and transforming the ways we work together. We must integrate collective models of wellness into our work cultures so that we can maintain wellness both within and outside our change work.

It is with this in mind that we offer this Wellness Resource Guide as a tool to help mainstream wellness into our movements and our lives.

In addition – take a look at this publicly crowdsourced google doc on various forms of self care practices – from popping bubble wrap to reading resources on dealing with power.

Please support continuing this work with a $10 suggested donation.

Critical Leadership

Ensuring that diversity, equity, acceptance, and fairness fosters stronger culture and communities which in turn increase effectiveness within your organization and your leadership. So what does it take to be an inclusive leader? Our resources center should be used in  dialogue to build communication skills, analyze leadership in the context of broader systems of power, and  improve intergroup relations. Take a look at some of our resources below to get started.

Characteristics of a Social Change Leader

To Equalize Power Among Us


As tensions arise around intergroup differences – how to do you take the initiative to shift an interaction from discord to understanding? Our resources  help participants effectively communicate to understand and collaborate, to become stronger facilitators, and to help communicate through difficulties that arise  around race, sexual orientation, gender identity, alongside other identities. Take a look at some of our resources here to develop your skills.

Facilitating Intergroup Dialogue


Team Building

What is your organization’s approach to building a stronger organization? How can we establish a framework for your team to have healthy dialogue and effective collaboration? It is  important to explore and understand group dynamics and communication to effectively reach your organization’s goals. Take a look at some of our resources that have helped teams to develop a shared understanding. Here is a worksheet to guide instances in Dealing with Challenging Behaviors. Review the varying ways in which people and organizations approach racial, ethnic, gender, and other forms of differences. This may help you get a better understanding of your approach and your teammates… and better understand some of the Four Practices to Build Solidarity.

Community Building

Our community building resources  allow individuals to explore varying experiences, stereotypes, institutional racism, power dynamics, ethnic histories, privilege, power, oppression, and much more to help us work in solidarity. We also have tools to develop  action plans and building a needs assessment for the community you serve. Take a look at some of our resources here:

LDIR defines an ally as someone who understands the many layers of oppression, can identify positions of privilege that they hold, and actively works to rectify inequity. This includes people who mutually understand and recognize each others’ oppressions and work towards building coalitions in order to address inequity. Download the PDF version of “What is an ally?”

The Safe Schools Coalition’s glossary defines an ally as “a member of a historically more powerful identity group who stands up against bigotry.”

The Anti-Racist Alliance describes a white ally as someone who names racism, recognizes unearned privileges and makes them visible, dismantles internalized dominance and the belief in the racial superiority of self as a white person, interrupts collusion with other whites who seek to maintain their power and privilege, takes personal responsibility, acts intentionally and overtly behaves as a change agent against white domination.

The Gender Education Center defines allies to the transgender, lesbian, bisexual, and gay communities as “people who support us who may or may not be a part of our community. These are people who believe in the human rights of all people. They demonstrate that belief through their presence, actions, acceptance and celebration of diversity among people.”

People who experience some type of oppression also have ways to acknowledge privilege. Anyone can become an ally. Being an ally is not just for straight, rich, gender-normative, white, Christian, able-bodied men. It is for anyone who has any kind of privilege and understands that individuals and/or collectives can challenge systems of oppression that are used against other human beings.

Only allies can challenge oppression from a place of privilege; only people who are targets of oppression can do the work of resisting and challenging it from that place. Although they are not the same, both are vital.

Becoming an ally can be difficult. It’s more than just calling yourself an ally; it is an on-going process and life commitment. The following four practices help describe this process. Choosing to be an ally is a responsibility to honestly engage in these four ways; each one is closely connected to the others.

1. Self-Awareness

  • Awareness of self as well as issues of oppression, and how these two are interconnected.
  • Noting your assumptions and asking how these assumptions formed.
  • Examining the personal characteristics and perspectives that make allyship easy or difficult.
  • Finding ways to self-reflect without requiring oppressed people to do the extra work of providing education.

2. Self-Education

  • Many types of oppression have been documented or written about extensively by the people who experienced them. Accessing these resources will provide the foundation of your allyship.
  • Familiarize yourself with the issues and histories of oppressed groups according to those groups and how these issues and histories relate to your own.

3. Creating an Open and Supportive Environment

  • Acknowledge, appreciate, and celebrate differences among individuals and within groups.
  • Encourage and promote an atmosphere of respect and trust – speak openly about the challenges and opportunities that differences between people can bring.
  • Be open to criticism of yourself, organization, workplace, family, etc. And actively create safe space for them.
  • Listen carefully and thoughtfully.
  • Taking it upon yourself to figure out what you can do to move things forward, instead of expecting marginalized people to take the lead.
  • Practice and be gentle on yourself. Make mistakes and learn. Then practice all over again.
  • Do not speak or do things for someone or instead of them. You are not a placeholder, speak from yourself.

4. Action

  • Once you start becoming an ally, help support others to become allies
  • Share knowledge – work with other privileged people to help them understand your framework.
  • Build partnerships with other privileged people and develop plans that promote cultural and structural change.
  • Stand up in everyday ways.

***Portions adapted from Metro State LGBT Ally Training Program, the University of Utah LGBT Campus Resource Center, and Santa Clara University