1. Purpose

Social Sense Allied Health is committed to promoting a culture of understanding, growth, and learning, acknowledging that conflict is an inevitable part of human interactions. This policy aims to provide a framework for navigating conflict in both therapeutic relationships and internal processes. The goal is to support staff, clients, and stakeholders in managing conflict constructively and ensuring psychological safety for all parties involved.

2. Objective

The objective of this policy is to guide the approach to conflict within Social Sense Allied Health, ensuring that conflict is addressed in a way that promotes self-awareness, learning, and healthier relationships. This policy outlines how we can embrace conflict as an opportunity for personal and professional development, whilst ensuring safety and respect for all individuals involved.

3. Scope

This policy applies to all employees, contractors, clients, and visitors at Social Sense Allied Health. It covers all areas where conflict may arise, including between staff members, clients, and stakeholders. The policy also applies to conflict within internal processes and training, with an emphasis on using conflict for growth and learning.

4. Definitions

4.1 Conflict
A situation where there are differing opinions, needs, or desires, often resulting in tension or disagreement. Conflict may arise due to power imbalances, misunderstandings, or different values or expectations.

4.2 Therapeutic Conflict
Conflict that arises within the therapeutic relationship, which may involve differences in communication styles, values, or unmet expectations between a therapist and a client.

4.3 Relational Conflict
Conflict that occurs in interpersonal relationships, either between colleagues, clients, or stakeholders, and involves differing perspectives or incompatible needs.

4.4 Psychological Safety
An environment where individuals feel safe to express their thoughts, feelings, and concerns without fear of judgment, retaliation, or harm. Psychological safety is essential for learning and development, especially in conflict situations.

5. Policy

At Social Sense Allied Health, we believe that conflict is an essential aspect of growth, both personally and professionally. We are committed to:

• Acknowledging that conflict is unavoidable and necessary for relational development.

• Creating a psychologically safe and respectful environment for all employees, clients, and visitors.

• Addressing conflict constructively through dialogue, reflection, and learning.

• Encouraging openness, accountability, and humility when dealing with conflict.

• Supporting individuals to develop their conflict resolution skills and emotional regulation.

5.1 Conflict in the Therapeutic Relationship

In the context of therapy, conflict can be an opportunity for personal growth and learning. We encourage therapists to:

• Recognise their own relational patterns with conflict.

• Stay emotionally regulated and self-aware when navigating differences with clients.

• Use conflict as an opportunity to understand relational dynamics and support clients in developing healthier ways of engaging in relationships.

5.2 Training and Development in Conflict Resolution

Social Sense Allied Health recognises the importance of training staff to handle conflict in ways that support professional and personal growth. This includes:

• Offering training in emotional regulation, self-awareness, and conflict resolution skills.

• Encouraging staff to reflect on their own relational patterns and how these may influence their work with clients.

• Fostering an environment where conflict can be addressed openly and constructively within team dynamics.

5.3 Role of Facilitators and Supervisors

Facilitators and supervisors at Social Sense Allied Health play a key role in supporting staff through conflict. They are responsible for:

• Modelling effective conflict resolution strategies.

• Providing feedback and support during times of relational tension.

• Ensuring that conflict is addressed in a way that maintains psychological safety for all involved.

6. Action Required to Manage Conflict

6.1 Identification and Acknowledgment of Conflict
When conflict arises, it must be acknowledged and addressed promptly. Employees are encouraged to express concerns, identify the source of the conflict, and seek support from supervisors or peers if needed.

6.2 Conflict Resolution Strategies
To manage conflict effectively, the following strategies should be employed:

• Engage in open dialogue using a phenomenological approach: describe the experience of conflict without assumptions or judgments.

• Stay open to learning from the conflict and acknowledge the potential for personal growth.

• Reflect on the nature of the conflict and whether resolution is necessary or if it should be explored further.

• Use mediation or external support if the conflict becomes entrenched or unresolved.

7. Compliance with this Policy

All employees, clients, and stakeholders are expected to comply with the principles and practices outlined in this policy. Non-compliance with this policy, especially in terms of abusive behaviour or failure to engage in constructive conflict resolution, will be addressed through appropriate disciplinary measures, including possible termination of services or employment.

8. Contacts

For questions or concerns regarding this policy, please contact the Director of Social Sense Allied Health at:

Phone: 0435 005 669
Email: hello@socialsense.com.au
Website: www.socialsense.com.au