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M2 Conflict

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M2 Conflict

  1. 1. FísFoghlaimForbairt www.pdst.ie © PDST 2014 This work is made available under the terms of the Creative Commons Attribution Share Alike 3.0 Licence http://creativecommons.org/licenses/by-sa/3.0/ie/. You may use and re-use this material (not including images and logos) free of charge in any format or medium, under the terms of the Creative Commons Attribution Share Alike Licence.
  2. 2. www.pdst.ie “Where all think alike, no one thinks very much.” (Walter Lipmann) “If we manage conflict constructively, we harness its energy for creativity and development.” (Kenneth Kaye) “A problem is a chance for you to do your best.” (Duke Ellington) Some Words of Wisdom
  3. 3. www.pdst.ie Coimhlint – Conflict
  4. 4. www.pdst.ie 1. An awareness of the nature and sources of conflict. 1. An appreciation of how people deal differently with conflict. 1. An understanding of six key considerations when managing conflict. Learning Outcomes
  5. 5. www.pdst.ie 1. A conflict is more than just a disagreement. 2. Conflicts continue to fester when ignored. 3. We respond to conflicts based on our perceptions. 4. Conflicts trigger strong emotions. 5. Conflicts are an opportunity for growth. What do you think?
  6. 6. www.pdst.ie • Scarce Resources • Expectations • Misunderstanding • Incompatible Values • Past Trauma • Attachment • Different Knowledge Put a school context on each of these. Sources of Conflict?
  7. 7. www.pdst.ie Conflict is…. A process that begins when an individual or group perceives differences and opposition between itself and another individual or group about interests and resources, beliefs, values or practices that matter to them. What is Conflict?
  8. 8. www.pdst.ie • Denial - do nothing • Suppression – walk away. Turn the other cheek • Power – my way or the highway • Compromise – give a little, take a little • Collaboration – better together Managing Conflict
  9. 9. www.pdst.ie • Try to understand the nature of the conflict. • Consider appropriate course of action, behaviours and communication style. • Stay aware of personal feelings, emotions, filters. To deal effectively with Conflict
  10. 10. www.pdst.ie Emotional Awareness Key factor in managing conflict – • Helps you understand yourself, what is really troubling you. • Helps you understand what is really troubling other people. Remember – Self Awareness - Self Management
  11. 11. www.pdst.ie 1. Your Attitude. 2. Manage stress quickly while remaining calm. 3. Control your emotions and behaviour. 4. Pay attention to the feelings being expressed. 5. Be aware of and respectful of differences. 6. Active Listening. Six Considerations for Managing Conflict .
  12. 12. www.pdst.ie 1. Your Attitude • Begin with the end in mind. • Change the way you look at things and the things you look at will change. • Life is 10% what happens but 90% how I react to it. 6 Strategies for Managing Conflict
  13. 13. www.pdst.ie 2. Managing stress quickly while remaining alert and calm. How do you stay calm? • Get in to C3 mode – Become Confident, Remain Calm, Be Comfortable. • Read accurately and interpret verbal and non verbal communication. Strategies for Managing Conflict
  14. 14. www.pdst.ie 3. Control your emotions and behaviour. • You have the freedom to chose your response. I am not responsible for other peoples actions but I am responsible for my reactions. • Communicate your needs without threatening, frightening or punishing others. Strategies for Managing Conflict
  15. 15. www.pdst.ie 4. Pay attention to the feelings being expressed. • The most important communication is wordless. • 93% of the of the meaning of a message comes from non verbal sources. • Focus on emotionally driven facial expressions, posture, gesture, pace, tone and intensity of voice. Strategies for Managing Conflict
  16. 16. www.pdst.ie 5. Be aware of and respectful of differences. • Avoid disrespectful words and actions. • Maintaining or strengthening the relationship is your first priority. • Focus on the present. • Pick your battles. • Be willing to forgive. • Know when to let something go. Strategies for Managing Conflict
  17. 17. www.pdst.ie 6. Active Listening • Listen without interruption. • Listen first, then be understood. We can over-listen to people who agree with us and under- listen to people who do not agree with us. Strategies for Managing Conflict
  18. 18. www.pdst.ie • G-oal • R-eality • O-pportunities • W-ill John Whitmore The GROW Framework
  19. 19. www.pdst.ie • Questions beg an answer • Questions focus thinking • Questions guide a discussion • Questions lead to answers • Questions convince The Power of Questions
  20. 20. www.pdst.ie • Listen • Paraphrase / Summarise • Acknowledge their feelings • Make it safe to talk • Say what you mean • Don’t try to prove you’re right • Don’t exaggerate • Make sure they understand you After you ask the Questions...
  21. 21. www.pdst.ie The Case Studies Conflict
  22. 22. www.pdst.ie www.into.ie Publications. Formal Procedures Supporting documents...
  23. 23. www.pdst.ie Working with Parents
  24. 24. www.pdst.ie • Conflict takes time - terms, even years! It can be emotionally draining but can also be constructive at times. Conflict around professional issues can be very constructive. You must act, even if you are unsure of the result – it may take time but you must act. • Sometimes your colleagues don’t speak up or become vocal in supporting you in your efforts in dealing with a conflict. This does not necessarily mean that you don’t have their support - they just may not feel brave enough to voice it publicly. . Bear in mind…
  25. 25. www.pdst.ie • It’s important to take all viewpoints on board when discussing an issue, try to avoid leaning towards one group or one individual. • The Chairperson may well need to know at some stage. • Some conflicts can never be resolved. It may have to be left there and managed so that it will not pervade all workings of the school. • Everyone watches when a conflict is going on - again you must act Points to remember
  26. 26. www.pdst.ie “Where all think alike, no one thinks very much.” (Walter Lipmann) “If we manage conflict constructively, we harness its energy for creativity and development.” (Kenneth Kaye) “A problem is a chance for you to do your best.” (Duke Ellington) Some Words of Wisdom

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