Animal Think Tank Handbook
  • Welcome!
  • Who We Are
    • Mission & Core Values
    • Theory of Change & Power
    • Governance & Structure
  • Operational Policies & Processes (set by Direction Circle)
    • Asynchronous Governance
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    • Project Approval
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    • Role Assignment Restrictions
    • Role Purpose Format
    • Spending Authority
  • People Policies & Processes (set by People Ops)
    • Alcohol and Other Drugs
    • Conflict Transformation System
      • Conflict Transformation System Intro & Overview
      • Informal Conflict Transformation Procedure
      • Capability & Performance Management Procedure
      • Disciplinary Procedure
      • Discrimination & Harassment Procedure
      • Grievance Procedure
      • Membership Review Procedure
      • Custom Conflict Procedure
    • Contributor Rights & Expectations
    • Leave
    • Member Agreement
    • Nonviolence
    • Redundancy Procedure
    • Respect Towards Fellow Animals
    • Sharing Rooms
    • Social Media
    • We're All Crew
    • Working With Children & Vulnerable People
  • Guides for Life At ATT
    • Feedback & Conflict
      • Conflict Transformation Resources
      • Our Approach to Communication & Feedback
      • Additional Resources on Communication and Feedback
    • Holacracy
      • Holacracy Constitution Summary
      • Holacracy Meeting Resources
        • Meeting Cards
        • Reflection Prompts for Governance Meetings
        • Template for Ad Hoc Tactical Meetings
      • How To Use The Governance Process Outside Meetings
      • Tension Processing Guide
    • Leadership Development Resources
    • Meetings
      • How to run effective meetings
      • When you should attend meetings
    • Money
      • How To Spend Money
      • How To Pay A Contractor
    • Our Approach to Power
    • Personal Organisation
    • Running A Circle
      • Role Induction Template
    • Tech & Digital Tools
      • Setup Guide: Google Calendar
      • Setup Guide: Email
      • Setup Guide: Office Scanner
      • Usage Guide: ProofHub
  • New Members: Start Here!
    • Stepping Into Your Role
    • What You Can Do In Your Role
  • Join Us
  • Suggest Improvements To The Handbook
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On this page
  • Conflict Transformation System
  • Intent
  • Conflict Transformation Pathways
  • Organisational resources

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  1. People Policies & Processes (set by People Ops)
  2. Conflict Transformation System

Conflict Transformation System Intro & Overview

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Last updated 4 months ago

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Conflict Transformation System

Intent

To enable ATT and its members to engage with tensions and conflict healthily and productively, by providing clear pathways for transforming conflict, in order to help ATT and its members work fluidly and effectively towards ATT’s mission.

Conflict Transformation Pathways

Step 1

Become aware you have a problem with someone. Try to understand what the issue is.

If an issue could cause significant harm to people or ATT, notify People Operations immediately. Expand this box to learn more about such scenarios...

These types of issues include those where:

  • a major breach of ATT's Member Agreement has happened

  • any physical or sexual violation, violence or abuse, emotional abuse*, or threats of any of these, is said to have happened, or there is believed to be a significant risk of any of these happening

  • clearly unacceptable behaviour has happened, e.g. more overt or explicit discrimination, prejudice or oppression based on sex, gender identity, race, class, sexuality, faith/belief, ability, etc. (while acknowledging that these forms of oppression may show up in some way in many conflicts)

  • someone is thought to have the sole purpose of causing damage to the movement, e.g. infiltration

  • false accusations have been made

  • someone is breaking the law and the police or other authorities need to be called.

Step 2

If applicable, use operational tools. In many cases, "task-related" tools will suffice to solve the problem. For example...

  • Use a project request or action request to ask a role to get something done

  • Ask for a projection to get transparency into when something will get done

  • Issue a prioritisation to require a role to prioritise certain work over other things

If this doesn't result in satisfactory change within a maximum of 2 weeks, then...

Step 3

Step 4

Notify People Operations, who will then meet with you and determine whether to remain at steps 2 and/or 3, or proceed to step 5.

Step 5

People Operations implements the relevant procedure depending on the scenario.

Organisational resources

How we equip and support ourselves to walk towards conflict productively

Resources are for everyone to access and use to take responsibility for our own behaviour and also to support others with theirs.

  • People Operations: The People Ops Circle is always available to support members.

  • Professional development: Members may use their training budget to develop skills in feedback and conflict if it will help them show up better in the organisation and in the movement.

  • Expert mediators or advisors: Funds are set aside for expert mediators or advisors in exceptional circumstances.

Issues of this type should be reported as soon as possible to People Operations to gather further information and decide on next steps on a case-by-case basis. Depending on the nature and seriousness of the issue, the outcome of the information-gathering and/or the wishes of those who have been harmed, they may then be processed through the or through the relevant formal procedure.

If applicable, use the . If this doesn't result in satisfactory change within a maximum of 4 weeks, then...

If a member is performing below acceptable standards in a role then People Ops will initiate the .

If a member is suspected to have violated the Member Agreement or otherwise engaged in misconduct, People Ops will initiate the .

If a member has a grievance with the organisation, People Ops will use the .

If a member is reporting discrimination and harassment, People Ops will use the .

In more complex cases, People Ops will use the .

Handbook: Resources are available in the .

If you have a suggestion to improve this page, .

Informal Conflict Transformation Procedure
Informal Conflict Transformation Procedure
Capability & Performance Management Procedure
Disciplinary Procedure
Grievance Procedure
Discrimination & Harassment Procedure
Custom Conflict Procedure
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