How can peer support workers resolve conflicts with supervisors who are not providing adequate training?

Peer support workers are valuable members of the mental health and addiction recovery field, who use their lived experience to help others. However, they may face challenges with their supervisors, especially if they feel they are not receiving adequate training or support for their role. How can peer support workers resolve conflicts with their supervisors in a constructive and respectful way? Here are some tips to consider.

1 Identify the source of conflict

The first step to resolving any conflict is to understand what is causing it. Is it a lack of communication, expectations, feedback, resources, or respect? Is it a personal or professional issue? Is it a one-time or recurring problem? Try to be honest and objective about your own and your supervisor's perspective, and avoid making assumptions or judgments. You may want to write down the facts and feelings that are involved in the conflict, and how it affects your work and well-being.

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Todd Leader

Author, trainer, speaker, & consultant helping public sector leaders & organizations change the world in ways they never imagined possible.
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We must approach this from the perspective of management. Describe your discomfort with the ethical and legal risk and liability to the organization if anything were to go wrong in a patient's life and an inquiry were to examine training and certification records. I spent my career managing and leading programs and organizations and continually watched as my colleagues were motivated into action when that language was used. Remember that this is not a question of conflict. It is a task of influence. To influence someone's attitudes and behaviours, we often need to use language and arguments that make sense, or have importance, to them, not necessarily to ourselves. As a mental health leadership consultant, I also advise leaders to listen.

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Natalie Saunders

Enabling organisations to perform and transform through their people & culture | Fractional People Director | Board advisor | Employment lawyer | Coach | Consultant
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It can be useful as part of this self-reflection exercise to invite others to provide their perspectives. You need to choose wisely those people whom it is safe to approach, but they can add value by sharing their own experiences (which, if similar to yours, might help you manage your emotions and see that the situation is not personal).

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2 Choose the right time and place

Once you have identified the source of conflict, you need to decide when and where to address it with your supervisor. Choose a time and place that is convenient, private, and conducive to a calm and respectful conversation. Avoid approaching your supervisor when they are busy, stressed, or distracted, or when you are feeling angry, frustrated, or emotional. You may want to request a meeting in advance, and let your supervisor know the purpose and agenda of the meeting.

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3 Use effective communication skills

During the meeting, use effective communication skills to express your concerns and needs, and to listen to your supervisor's response. For example, instead of blaming or accusing your supervisor, use "I" statements. Ask open-ended questions instead of yes-no questions to gain more information. Reflect back what you hear from your supervisor to show that you are listening and to clarify any misunderstandings. Use positive and respectful language to avoid escalating the conflict or hurting your supervisor's feelings. Lastly, seek solutions instead of arguments to focus on finding a way forward that works for both of you. With these skills in mind, you can create a positive atmosphere for the discussion and hopefully reach an agreement that satisfies both parties.

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Natalie Saunders

Enabling organisations to perform and transform through their people & culture | Fractional People Director | Board advisor | Employment lawyer | Coach | Consultant
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One useful tool to deploy in conversations intended to understand the root cause of conflict is that of non-violent communication, which involves a 3 step model where you state a fact, the impact of that fact upon you (the feeling(s)) and then make a clear request for what you'd like to see happen in future.

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4 Follow up and evaluate

After the meeting, follow up with your supervisor to thank them for their time and attention, and to confirm any agreements or action steps that you have made. Keep track of your progress and check in with your supervisor regularly to see how things are going and if any adjustments are needed. Evaluate the outcome of the conflict resolution process, and acknowledge any improvements or challenges that you have experienced. If the conflict persists or worsens, you may need to seek further assistance or support from a third party, such as a colleague, a manager, or a human resources representative.

Peer support workers and their supervisors can have a positive and productive relationship, if they are able to resolve conflicts in a constructive and respectful way. By following these tips, you can enhance your communication, collaboration, and satisfaction with your supervisor, and improve your performance and well-being as a peer support worker.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can peer support workers resolve conflicts with supervisors who are not providing adequate training?

1

2

3

4

5

1 Identify the source of conflict

2 Choose the right time and place

3 Use effective communication skills

4 Follow up and evaluate

5 Here’s what else to consider

Peer Support

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How can peer support workers resolve conflicts with supervisors who are not providing adequate training?

1

2

3

4

5

1 Identify the source of conflict

2 Choose the right time and place

3 Use effective communication skills

4 Follow up and evaluate

5 Here’s what else to consider

Peer Support

Rate this article

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