STANDARDS & PROTOCOLS

The NCN Standards are rooted in our Premises & Principles. The Standards presented are a call to conscious participatory engagement within the Network community. 

We understand people have different perspectives and opinions on what is humanizing and dignifying. The process of decolonization is relational and so these definitions and experiences are all defined with the context of a relationship (who you are engaging with at any moment  - the practice of both holding our historical and personal bodies). 

NCN adopted these standards and protocols as part of a process to develop loving and humanizing pathways for us to address conflict and disagreement together within our evolving NCN culture. These standards are based on good faith.

Definitions:

  • Standards: A shared foundational expectation to be upheld by every community member. These are not standards of belief - they are standards of behavior. 

  • Protocols: Pathways to develop the skills to support upholding standards.

  • Community: Those who are willing to hold themselves accountable for their impact, with care, effort, and reflection, including when they are called in by others to do better.


STANDARDS

Engage in Humanizing and Dignifying ways: This means assuming that community members have the best possible intention of their words, communicating in ways that are humanizing for all people (yes, even people we’re annoyed with), and approaching challenging dialogue and conversation from a “learning stance” rather than a “proving stance.” It also means doing our best to remember the roots that connect us in our calling, and that we are all in processes of growth and learning together.

Acknowledge Room for Growth: All of us have both strengths and room for growth. We are responsible not just for our intentions, but also for the impacts of our words and actions. Be open to hearing about your impacts in NCN spaces. Should you be invited into a conflict resolution process, we ask you to engage in good faith and with an open mind. 

Honor Lineage: We all exist at intersections of lineages, and integrity dictates that we acknowledge our lineages, both healthy and wounded, clearly and respectfully. If you are sharing a skill, story, or perspective from a specific lineage or people, name that lineage or people in a respectful way. If you’re not sure whose specific lineage; name that uncertainty and call on the community for support. 

Respect Indigenous, Black, and Brown voices: Especially when they are speaking about our relationships to Indigenous naturalist skills and lifeways. The legal and social entity of empires exists on a foundation of ongoing exploitation and cultural violence on Indigenous, Black, and Brown people. Speak and engage with the knowledge that for Indigenous people, these are not an interest, job, passion, or calling; we are discussing the roots of their being and entire culture for time immemorial.


PROTOCOLS

NCN uses the following framework adapted from Spring Up Bluelight Academy Harm Systems Designs as our protocols for upholding our standards and addressing harm or conflict.



Harm Reduction and Conflict Transformation Protocol

In instances of conflict, tension, discomfort, or harm we encourage you to employ the following protocol. Note: every situation is different. Use discernment.

Before engaging in/with the source of activation

  • Take 3 minutes to do some deep breathing to recalibrate your body (a suggested pattern is 4-2-6: inhale for 4 counts, hold for 2, and exhale for 6)

  • Ask yourself these questions:

    • Where am I experiencing tension in my body?

    • Do I need more time to process this and identify what it means or do I feel ready to address it now?


Answer analytic and reflection questions below to support responding to what is being activated/present. *directly from BlueLight Academy- SpringUp Transformative Justice Study

  • Is this a disagreement, conflict, or harm? Have I tried to address similar issues with this person or organization in the past? Is it part of a pattern of behavior or abuse? 

  • What systems of oppression or harm is this perpetuating? 

  • What are the power dynamics at play?

  • Does this hurt/activate a past harm for me? What happened then and how have I worked through it personally? What is my instinct or pattern of response?

  • How does this relate to my expectations of this person or this organization? are these reasonable expectations- explicit and consensual? 

  • What is this person directly responsible for/ is this issue within their locus of control? 

  • Is there anyone else that should be part of this conversation?

  • What did I need when this happened? What do I need now? 

  • What did I need to prevent this? Are there institutional policies/ protocols/ or community norms that contributed to this, or could be shifted to prevent this in the future?

  • What is my point of intervention? Will I contact them directly, how? Do I need a support person? Should this be mediated? Is there anyone else that should be informed of this or involved in addressing this?

  • How will I know this is resolved? 


After reflecting, if you feel prepared to engage, consider:

  • Speaking directly with the person (if this feels safe and constructive)

  • Naming the issue to a trusted person or group 

  • Naming the issue to the Network and ask for support

  • Connecting with a leadership member to let them know what happened and what support you might need


If you chose to engage with someone or someone has approached you, you might use these practices:

  • Co-reflection: “What is your recollection or understanding of what happened?”

  • Mirroring: “I’m hearing you say this - am I understanding?”

  • Active listening: pay attention, engage by asking open ended questions to understand or reflect