Conflict Resolution

The Conflict Resolution process within the ANANSI Revolutionary Collective is a structured, values-driven approach to navigating interpersonal and organizational tensions. It is designed to foster accountability, transparency, and mutual understanding, and it plays a central role in maintaining the collective's cohesion and integrity. Conflict resolution is treated not as a punitive mechanism, but as a proactive and restorative practice intended to help members grow individually and collectively.

Process Overview

Identification and Initiation

Conflicts are often identified and brought to attention before significant harm occurs. Members of the collective—particularly those on the Social Council—may reach out to involved parties upon sensing rising tensions, offering third-party mediation preemptively. In other cases, individual members themselves may request a conflict resolution process by contacting the Social Council. Additionally, unmet commitments or a lack of accountability (e.g. failure to complete a project) may trigger the process.

Early Steps

Once a conflict is recognized, the Social Council initiates contact with all parties involved to begin the resolution process. Council members work to understand the perspectives of each individual and determine the most appropriate path forward. This may involve creating private asynchronous communication spaces, such as a private Matrix chat or a Loomio thread.

Phases of Resolution

The conflict resolution process typically proceeds through the following stages:

1. A conflict is identified and the process is initiated.
2. Social Council members gather context from all relevant individuals.
3. Communication systems are set up, such as a Matrix chat or Loomio thread, to facilitate asynchronous engagement.
4. The conflict resolution template is shared to help participants align on shared cultural norms and expectations.
5. A live meeting is scheduled, if necessary, based on availability polling.
6. During the live session, Social Council members facilitate the conversation using the provided template.
7. Follow-up meetings may be arranged as needed.
8. If the conflict remains unresolved, notes from the initial meeting provide a foundation for continued dialogue.

Roles and Responsibilities

Facilitators and Mediators

Mediation and facilitation are the responsibility of the Social Council. Typically, two council members will support the planning and execution of a conflict resolution process.

Selection and Training

Social Council members are self-selected and trained through direct participation. New members often begin by taking notes or observing a conflict resolution session before transitioning into more active facilitation roles.

Tools and Platforms

Conflict resolution meetings are primarily held live. Planning and documentation rely on several digital tools:

• Notion is used to record detailed notes from meetings.
• Loomio helps organize and schedule meetings, especially through asynchronous threads and time polls.
• Matrix may be used to create private communication channels for affected members.

Principles and Values

The collective's conflict resolution process is guided by values such as accountability, vulnerability, and humanity. It is rooted in a non-punitive philosophy, emphasizing the importance of open dialogue, mutual respect, and personal growth. Inspired by traditions such as Liberia's Palava Huts, South Africa's Truth and Reconciliation Commission, and Rwanda's Gacaca courts the process allows members to engage in challenging but constructive conversations. Conflict resolution is seen as a routine, healthy part of collective life.

Participants are encouraged to bring their full selves into the space—including emotional responses—while also taking responsibility for their roles in any conflict.

Documentation and Transparency

All conflict resolution meetings and outcomes are documented in the collective’s internal Notion space. These records are accessible to all members of the collective. Although not confidential in a strict sense, the documents are treated with discretion.

Challenges and Learnings

The collective has faced a range of challenges through its conflict resolution efforts. Some processes have required multiple meetings, consuming significant time and energy. In rare instances, conflict resolution has resulted in a member's suspension or departure from the collective. Nevertheless, these outcomes have consistently contributed to the group's strength and clarity of purpose.

Suspended members have often returned with renewed commitment, while the departure of members has highlighted the importance of boundaries and clarified the limitations of the collective's resources. Over time, the process has evolved from a strictly formal structure to a more flexible and experienced-based practice.

The collective is currently discussing the potential for asynchronous conflict resolution approaches for issues that are less urgent, allowing for more adaptable and scalable processes.

Conflict Resolution Template

The collective uses a shared conflict resolution template to guide meetings. This includes time for check-ins, structured sharing from each party, a mediated open discussion, and a debrief period focused on resolution and accountability. The template also outlines community norms and engagement guidelines to support a respectful and productive process.

You can view the full template here: Conflict Resolution Template (Notion)