Conflict Resolution

Conflict Resolution Principles

• Direct Resolution: If a conflict arises, the parties involved are encouraged to address and resolve the issue directly with one another, without involving unrelated parties.
• Confidentiality and Respect: Once a conflict is resolved, all parties are expected to maintain confidentiality and refrain from discussing the matter with others, preventing unnecessary gossip.
• Mission-Focused Mindset: All conflicts can be resolved with the right attitude, open-mindedness, and a shared commitment to prioritize the mission above personal disagreements.

Escalation Procedures

If a conflict is not resolved within a reasonable timeframe, escalation procedures are automatically triggered and the internal conflict resolution process begins.

1. Committee Chair Mediation: If the conflict is not resolved within 7 days, the relevant Committee Chair will attempt to mediate in a confidential, discreet, and professional manner to facilitate a resolution.
2. Executive Director Mediation: If the conflict remains unresolved, the Executive Director will mediate with all parties involved, including the Committee Chair. The mediation process will include documenting the conflict, discussions, and any proposed solutions.
3. Third-Party Mediation: If no resolution is reached, a neutral third party, selected by the Executive Team, will be brought in to facilitate further discussions and attempt to achieve a resolution.
4. Binding Arbitration: If the conflict continues without resolution, it will proceed to binding arbitration. The arbitrator’s decision will be final, and all parties must adhere to the outcome.
5. Appeals: Parties may appeal the decision only if there is new evidence, evidence of procedural errors, or perceived bias in the original arbitration process.

Conflict Resolution Tips & Guidance

At Jump for Joy Foundation, we believe that our shared mission of improving the health and well-being of children and families requires open communication, empathy, and collaboration. We recognize that conflict is natural in any passionate organization, and it should always be handled with respect, understanding, and a focus on solutions that move our mission forward.

Below is our official guidance on conflict resolution, which we expect all team members, partners, and stakeholders to uphold:

• Acknowledge the Conflict: Create a safe space for open communication where all perspectives can be shared respectfully and without fear of judgment.
• Define the Problem: Encourage all parties to express their viewpoints to clarify misunderstandings and identify the root causes of disagreement.
• Identify Common Goals: Recenter on shared objectives such as improving health outcomes, supporting families, or enhancing program delivery.
• Explore Solutions Together: Collaborate to generate potential solutions and evaluate each option fairly based on impact, feasibility, and alignment with our mission.
• Agree on a Resolution: Commit to a practical and equitable solution that supports the organization’s goals and ensures mutual understanding of the next steps.
• Document the Agreement: Record decisions, responsibilities, and timelines to maintain clarity and accountability.
• Implement and Monitor: Put the agreed resolution into action and track progress to ensure the issue is effectively resolved.
• Review and Reflect: After implementation, assess what worked well and what could be improved to strengthen future communication and problem-solving.