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How can you effectively resolve conflicts with school administrators?

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As a teacher, you may encounter situations where you have disagreements or conflicts with school administrators, such as principals, supervisors, or coordinators. These conflicts can affect your morale, performance, and relationships at work, so it is important to know how to resolve them effectively and professionally. In this article, we will share some tips and strategies on how to communicate, negotiate, and collaborate with school administrators in a respectful and constructive way.

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1 Identify the source of conflict

The first step to resolving any conflict is to understand what caused it and what each party wants or needs. Sometimes, conflicts arise from misunderstandings, miscommunication, or different expectations. Other times, they may stem from personal issues, power struggles, or competing interests. To identify the source of conflict, you need to listen actively, ask open-ended questions, and avoid making assumptions or judgments. You also need to clarify your own goals, concerns, and feelings, and express them clearly and respectfully.

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Craig Aarons-Martin

?? CEO at CCM Education Group LLC | ?? Founder | ??? Nationally Recognized School Leader | ?? Champion of Equity & Belonging in Education ?? CoHost of #SELinEDU the Podcast
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Get clear with your or *The* intention of what was (mis-) communicated in a discussion/correspondence. If the conflict arose via email, text, or social media, schedule an in-person discussion because so much can be (min-) interpreted via email or text. If this is an in-person conflict, when you are in a follow up conversation, actively listen to understand all sides of the discussion and restate what you have heard so that the person you are speaking to can clarify any misunderstandings or interpretations of what was communicated. Together you should determine how to move forward, including boundary setting, where applicable.

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Bobby Morgan

??Principal | Speaker | Consultant ??Host - Liberation Lab?? Podcast??? ??Building disruptive educators through restorative practices & culturally responsive teaching. ??Now booking ????
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This is a huge aspect of things. When we aren’t clear with what it is that we desire or need, we are more prone to becoming jaded about the school. Frustration leads to complaining without problem solving. The communication needed to make this work is on both parties. As an administrator, I make it my business to model these moments by willing to have difficult conversations and being willing to see other perspectives. We must remember communication is a two way street.

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Abo Aondofa Ephraim

This is the LinkedIn page of Abo Aondofa Ephraim, Teacher/Tutor. Founder and CEO of AI Wealth Africa. Amazon Associate. E-mail: [email protected]
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Document and follow up: Keep a record of any agreements or actions discussed during the conflict resolution process. Follow up with the administrator to ensure that agreed-upon actions are implemented. Involve others if necessary: If the conflict persists or if you feel that your concerns are not being addressed, consider involving other relevant parties, such as higher-level administrators or a mediator, to help facilitate the resolution process. Remember, effective conflict resolution requires open communication, active listening, and a willingness to find common ground. By approaching the conflict with respect and a focus on finding a solution, you can work towards resolving conflicts with school administrators.

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2 Choose the appropriate approach

Depending on the nature and severity of the conflict, you may choose different approaches to address it. Avoidance, accommodation, assertiveness, and collaboration are all common approaches. Avoidance can be useful for minor or temporary issues, but it can lead to resentment if the conflict persists. Accommodation may be useful for maintaining harmony, but it can lead to dissatisfaction if your voice is not recognized. Assertiveness may be appropriate for protecting your professional integrity, but it can lead to confrontation if you are seen as aggressive. Collaboration may be useful for complex or long-term issues, but it can require more time and effort to reach a consensus.

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3 Use effective communication skills

No matter which approach you choose, effective communication skills are essential to convey your message and understand the other party's perspective. Active listening is key - pay attention, show interest, and give feedback to the speaker. You can use verbal and non-verbal cues, such as nodding, eye contact, paraphrasing, summarizing, or asking questions to demonstrate that you are listening and ensure your understanding. Additionally, it's important to show empathy by putting yourself in the other party's shoes and attempting to comprehend their feelings, thoughts, and motivations. Respect is also paramount - treat the other party with dignity, courtesy, and professionalism regardless of your differences or disagreements. Finally, assertiveness is necessary for expressing your needs, interests or opinions in a clear, direct and honest way without being passive or aggressive. Utilize assertive statements like "I feel...","I need...","I think..." or "I would like..." to communicate your position and expectations while respecting the other party's rights and views.

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Bobby Morgan

??Principal | Speaker | Consultant ??Host - Liberation Lab?? Podcast??? ??Building disruptive educators through restorative practices & culturally responsive teaching. ??Now booking ????
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This is where emotional intelligence is needed. Somewhere you will find folks who will tell you not to alter your language. It comes from the premise that if you do, you alter your message. In my opinion, I’d rather be understood than heard. I want my words to resonate without altering my message. I believe both are possible and have seen it throughout my career.

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4 Seek win-win solutions

The ultimate goal of resolving conflicts with school administrators is to find win-win solutions that benefit both parties and the school as a whole. To achieve this, you should focus on the problem, not the person; avoid personal attacks, blame, or criticism, and instead look for common ground, shared values, or mutual interests. Additionally, explore options and alternatives; brainstorm ideas, suggest options, or ask for suggestions from the other party and evaluate them based on their merits. Negotiate and compromise if a solution cannot be found that fully satisfies both parties. Find out what is negotiable and what is non-negotiable for both parties and try to reach a balance between giving and taking. Ultimately, agree on the solution, write down the agreement, specify the roles, responsibilities, and timelines, and confirm the details with the other party. Finally, follow up on the implementation and progress of the solution to provide feedback, support, or recognition as appropriate.

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5 Learn and grow from the experience

Resolving conflicts with school administrators can be a challenging but rewarding experience. After the conflict is resolved, take time to reflect on what happened, how you handled it, and what you achieved. Additionally, seek feedback and support from the other party, your colleagues, mentors or other sources to help improve your skills. Utilize the lessons, insights or strategies you gained from the experience to enhance your professional development and performance. Seek new opportunities, challenges or collaborations that can help you grow further as a teacher and as a person.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Kwame Sarfo-Mensah

Education Specialist | Global Education Consultant | Expert in Culturally Responsive Teaching & Educational Equity | Teacher Trainer & Professional Development Leader
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When attempting to have a restorative conversation with your principal or school administrator with the intention of repairing harm, there are four main questions you must consider: 1. What was the harm caused? 2. Who was directly affected by the harm? 3. How has the behavior of the offender (the one causing the harm) affected others? 4. What plan can be created and carried out to repair the harm? Gaslighting or winning the argument isn’t the goal for this process. The ultimate focus should be restoring peace and building community through education. Through this process, both the teacher and the school administrators can each exercise active listening and make a concerted effort to understand the other’s perspective on the issue.

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How can you effectively resolve conflicts with school administrators?

1

2

3

4

5

6

1 Identify the source of conflict

2 Choose the appropriate approach

3 Use effective communication skills

4 Seek win-win solutions

5 Learn and grow from the experience

6 Here’s what else to consider

Teaching

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How can you effectively resolve conflicts with school administrators?

1

2

3

4

5

6

1 Identify the source of conflict

2 Choose the appropriate approach

3 Use effective communication skills

4 Seek win-win solutions

5 Learn and grow from the experience

6 Here’s what else to consider

Teaching

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