Conflict Resolution

Conflict Resolution

Conflict resolution

How to lead and bring about change as a middle leader

Conflict Resolution

What motivates teachers?

1. Make a list of those factors which motivate you in your job.

2. Place your list in rank order from the most powerful motivator to the weakest.

Conflict Resolution

Motivators:

• achievement,

• advancement,

• recognition,

• responsibility,

• the work itself.

Conflict ResolutionHertzberg’s Motivators and HygieneFactors

40 30 20 10 0 10 20 30 40Achievement

Work content

Responsibility

Recognition

Advancement

Company Policy

Supervision

Working conditions

Relationships

Salary

Dissatisfaction Satisfaction

Conflict Resolution

Why Conflict arises in school

• Beliefs and attitudes;“This won't work it is not right”

• Habits and behaviours;“You can't teach an old dog new tricks”“What I say is not what I do”.

• Systems;“I'm too busy. It's not part of my job. X told me

to do this.”

Conflict Resolution

Behaviours of difficult colleagues;

• Hostiles,• Complainer,• Silent types,• Super agreeable,• Negativists,• Know it alls,• Indecisives.

Conflict Resolution

Areas of Conflict

• People.

• Resources

• Other.

What professional conflicts are you experiencing at the present time?

© 2004 National Remodelling Team

10 mins

20 mins

20 mins

10 mins

60 min example

ProblemStatement

Background

IdeaGeneration

IdeaSelection

Benefits/ConcernsAnalysis

WorkCritical

Concerns

ActionPlan

How is the tool used?

The process has 7 steps for the team to work through

Remodelling Resources v6.0 – Section 6 Remodelling Tools – Page 7.3

Conflict Resolution

Generic aids to finding a solution

• Accept you will come across conflict sooner rather than later.

• Do not go looking for it but meet it on your terms-professionally.

• Recognise the problem.

• Face up to it early.

Conflict Resolution

• No solution is perfect, carry out a cost benefit analysis.

• Involve others “all of us are smarter than one of us”.

• Find the compelling reason that is irresistible and essential.

• Have “right” on your side (professional conduct and expectation).

• Plan your campaign well with a time line.

Conflict Resolution

• Fight fair but hard, remember you do not have to win all the battles in the war, just the right ones.

• Be generous in victory, it will bode well for the next campaign.

Conflict Resolution

Using Emotional IntelligenceComplainers:• Adopt a problem solving approach;• Listen attentively;• Acknowledge the complaint and then seek to

reformulate it into a problem that can be solved.

Hostiles:• Be assertive;• Do not show intimidation;• Be ready to be friendly at the first opportunity.

Conflict Resolution

Silent and unresponsive:• Listen attentively (even to silence);• Ask helpful questions to try and get to the cause;• Adopt a “quizzical expectant “expression;

Super-agreeable:• Try to get them to be honest;• Don't allow them to make unrealistic commitments;• Reassure;• Consider compromise;• Listen for hidden messages;

Conflict Resolution

Know-it-all experts:• Prepare your arguments in advance when dealing with bulldozers;• Counter those who seek admiration by presenting alternative points of view;• Remember you are knowledgeable .

Indecisives:• Concentrate on the benefits of solutions to problems• Follow up support to a decision;• Fix deadlines;• Don’t allow postponement.

NCSL

Conflict Resolution