Building Stronger Teams: The Power of Restorative Justice in Small Business and Nonprofit Environments

By Brenda Waugh

In today’s fast-paced, tech-dependent world, creating effective, collaborative teams is challenging for organizations of all sizes. For small businesses and nonprofits, the task is even more daunting. Many of these organizations struggle with interpersonal conflicts and diverging goals, which can prevent them from reaching their full potential. However, many local businesses and nonprofits are succeeding by embracing restorative justice practices to rebuild trust, resolve disputes, and foster a more collaborative team. 

I have worked with small businesses, nonprofits, and family-owned businesses, where I witnessed firsthand the power of restorative justice dialogue and restorative justice principles in transforming team dynamics. Over the years, I have developed a comprehensive approach to help teams work through interpersonal conflicts and move toward more effective collaboration by informing the processes with restorative justice and a transformative mediation model. The work usually results in positive impacts on the team and the resolution of 
presenting disputes.  

Resolving Conflict Through Restorative Justice 

The first step in working with a team is often addressing the interpersonal disputes hindering progress. Whether it’s a breakdown in communication, longstanding resentments, or competing interests, these tensions can make it difficult for people to work together productively. 

I have used restorative justice principles to guide the mediation process in these cases. The focus is not on assigning blame or telling people what to do; instead, the goal is to facilitate dialogue and help each party hear the other’s perspective. Restorative justice doesn’t provide a framework to decide who is “right” or “wrong.” Instead, we work to create a space for everyone to be heard, fostering mutual understanding and finding a way forward. 

In many cases, this takes the form of a talking circle, a core practice of restorative justice. Everyone involved in the dispute gathers in a talking circle, and each person can speak without interruption. A facilitator leads the circle, but the goal is for the group to work through the issues together, not for the facilitator to direct the conversation. This structure helps ensure that all voices are heard, even from those who might otherwise stay silent in a more 
traditional meeting. 

From Conflict to Collaboration 

Once the immediate disputes are addressed and a new foundation of trust has been established, the group can move forward with team building and strategic planning. I work with teams to redefine their mission, align their goals, and create a fundamental framework to build upon. The goal is to move from resolving old conflicts to building new energy and momentum for 
the organization. 

Restorative justice practices are often as helpful in this phase as in addressing disputes. The tools that helped the team rebuild trust can now be applied to create a space where all members can actively participate in developing goals, strategies, and a shared vision for the future. 

In some cases, I help the team develop these skills to continue using restorative practices by incorporating them into their bylaws, policies, and procedures. This allows teams to self-facilitate conversations, resolve disputes independently, and maintain long-term healthy communication. Empowering teams with these tools creates a sustainable culture of trust and collaboration, ensuring the organization can thrive. 

Conclusion 

Creating strong, collaborative teams is essential to the success of small businesses and nonprofits. Restorative justice practices, such as restorative justice-based dialogue and talking circles, effectively address conflicts and build stronger, more cohesive teams. Organizations can overcome interpersonal challenges by fostering trust, improving communication, aligning goals, and moving toward a brighter, more collaborative future. 

This approach is not just a model for resolving conflict—it’s a path to creating a healthier, more sustainable organizational culture. 

Brenda Waugh is a lawyer/mediator with Waugh Law & Mediation, serving clients in the Blue Ridge region of Virginia and Eastern Panhandle of West Virginia.