Every justice-rooted organization I know is navigating the same question:
The urgent work of creating change while tending to the humans doing that work.
The reality of disagreement alongside the need for collective action.
The desire to be in right relationship while operating within systems that make that nearly impossible.
Most teams I work with describe themselves as “anxiously pragmatic” or “deeply avoidant” about conflict — they know they have to get through it, but it stresses them out.
They’ve tried “let’s just talk it through” and “assume good intent” *[*🙄 don’t get me started!] — but those approaches flatten the complexity of what's really happening beneath the surface.
And without the skills, practices, and a culture that cherishes generative conflict, organizations run into trouble — the kind of trouble that loses morale, staff, and funders.
Strategic planning retreats go sideways when values clashes emerge. An endless parade of consultants drop in to teach about "communication issues," with no understanding of power dynamics. Community listening forums turn ugly because no one can respond to what people actually share.
The Zoom chat in an all-hands meeting erupts — and then goes deathly, terrifyingly silent.
But what if conflict could be generative, instead of draining?
I teach a different way forward — so that you never have to face the crushing silence of too many side chats again.