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Cornell University

Faculty Advancing Inclusive Mentoring

A Collaboration of the Graduate School, Provost's Office of Faculty Development & Diversity, and TRUST Alliance

Conflict Resolution

Conflict is inevitable. A mutually understood and agreed upon plan to navigate conflict, whether personal or academic, fosters trust through transparency, consistency, and fairness. Conflict management and resolution can also lead to greater understanding across difference and stronger relationships.

A mentor and a mentee should collaboratively and proactively establish a protocol for conflict management and expectations for communicating conflict. Topics to discuss include accountability mechanisms, processes for sharing and addressing concerns, and the rights and responsibilities of graduate students. As applicable, members of a research or lab group should work with faculty mentors to establish common understanding of expectations and systematic approaches to conflict resolution.

Mentor Commitments

As a mentor I will …

  • co-develop and communicate a conflict management plan with my mentee and/or research team.
  • hold myself accountable for the impact of my words and actions, especially when they do not match my intent.
  • assume best intentions when my mentee shares their experiences and feelings stemming from conflict within our mentoring relationship and/or our research team.
  • proactively discuss with my mentee and/or research team any potential dynamics or incidents of concern that could develop into conflict.
  • support my mentee as they navigate conflict in other academic and professional relationships.
  • develop and maintain an understanding of how to mitigate (e.g. providing resources and referrals, etc.) the negative impacts of conflict on the mental, physical, emotional, and/or intellectual well-being of my mentee, research team, and/or myself.
  • build my awareness of and use university and/or community resources available for consultations, information, and/or intervention in cases of possible bullying, harassment, and/or bias (e.g. Director of Graduate Studies, University Ombudsman, Office of Institutional Equity and Title IX, Office of Student Conduct and Community Standards, Graduate School, etc.).

Mentee Commitments

As a mentee, I will …

  • contribute to the co-development of a conflict management plan with my mentor and/or research team.
  • assume best intentions when others share their experiences and feelings stemming from conflict.
  • hold myself accountable for the impact of my words and actions, especially when they do not match my intent.
  • proactively discuss with my mentor potential dynamics or incidents that may lead to conflict.
  • learn and practice strategies (e.g. leveraging resources) to address negative impacts from conflict on my mental, physical, emotional, and/or intellectual well-being.
  • leverage guidance, support, and feedback from those within my constellation of mentors as I navigate conflict in academic and professional relationships.
  • use university, and community resources available to seek consultation, information, and intervention in cases of conflict, bullying, harassment, and/or bias (e.g., Director of Graduate Studies, University Ombudsman, Office of Institutional Equity and Title IX Office, Office of Student Conduct and Community Standards).

Additional Resources