Keeping the peace in governance groups

Resolving Governance Disputes. A Panel Discussion at the AMINZ Conference 2024

One of the engaging presentations at this year’s AMINZ conference was a panel discussion on resolving governance disputes. The session focused on the intricate dynamics of resolving disputes within councils, boards, trusts, and schools.

The sports environment is a microcosm of society. Sports are an important element of the health and wellbeing of communities all over the globe. Some opine that sports occur in peacetime as an alternative to violent conflict. Whatever your perspective, most sideline parents know that competition can influence the behaviour of people involved in sport and this is also true of those elected as governors in a community that partakes in sports.

Addressing conflicts generated within the community early is complicated. Robust policies and procedures are necessary to provide guidance, but they also lead to lengthy investigations, that for many just deepen feelings of grievance and trauma.

Many community organisations are adopting codes of behaviour these days. Here’s a fine example from the International Ombuds Association.

Integrity body. Good governance needs guidance. Here is an example from New Zealand. 

Concern and Complaints procedure. Here’s a good one from the International Ombuds Association.

Here is something I wrote about integrity in sports back in 2016.

Body Corporate Communities have their share of conflict. Owners of housing in densely populated spaces, such as unit titles, often don’t consider that their responsibilities extend beyond their front door. They have a vested interest in communal spaces and the governing body's operation tasked with running corporate affairs. Body corporate disputes can go to the Tribunal enacted by statute. However, because of the costs and delays, only the most severe and intractable disputes go through the complex world of Tribunals and Courts of Law.

People in public office are prone to many conflicts, especially from constituents who disagree with governing policies and procedures. Their behaviour comes under tremendous scrutiny and can play out publicly in ways that interfere with natural justice and resolution processes. With so much of the poor behaviour playing out every day on our news channels, this little piece I wrote goes some way to explain why this topic is complex and fraught!!

So, how do we eliminate this form of conflict from our lives?

Sadly, we can’t. Humans will be human. However, communication is the key to managing conflict in this environment. Efforts to build a support culture aim to improve communication channels and, therefore, reduce conflict.

The work of the Organisational Ombuds [OO] assists some parties gather more information about how to manage things for themselves and, for many others, gain the confidence to initiate more formal processes. In conflict coaching, the OO can assist people to be more creative in their deliberations and decision-making by formulating resolutions that suit their interests and those of the other people involved. Then, applying facilitative communication models, such as mediation, the OO illuminates the pathway for the parties to take together. By creating opportunities for collaboration, the OO, as an independent, enables people to co-create tangible and sustainable forms of communication that lead to resolutions in an ever-changing environment.

We are in dire need of expert navigators – like Organisational Ombuds.