What do you do if conflicts in an educational setting are left unresolved?

1 Identify the sources and types of conflict

The first step to resolving conflicts is to understand what causes them and what forms they take. Conflicts can arise from different values, beliefs, goals, expectations, needs, or interests of the parties involved. They can also be influenced by external factors, such as stress, pressure, or competition. Conflicts can be classified into three main types: interpersonal, intrapersonal, and intergroup. Interpersonal conflicts occur between two or more individuals, such as students, teachers, or parents. Intrapersonal conflicts occur within an individual, such as when they have conflicting emotions, thoughts, or behaviors. Intergroup conflicts occur between two or more groups, such as classes, departments, or schools.

2 Communicate effectively and respectfully

The second step to resolving conflicts is to communicate effectively and respectfully with the parties involved. Communication is essential for understanding the perspectives, feelings, and needs of each party, and for finding common ground and solutions. Effective communication involves listening actively, empathizing, clarifying, paraphrasing, summarizing, and asking open-ended questions. Respectful communication involves using polite and positive language, avoiding blame, criticism, or judgment, acknowledging and validating the other party's point of view, and expressing your own opinions and feelings assertively but not aggressively.

4 Evaluate and follow up on the outcomes

The fourth step to resolving conflicts is to evaluate and follow up on the outcomes of the conflict resolution process. Evaluation involves assessing whether the outcomes met the goals and expectations of the parties involved, and whether they were fair, realistic, and sustainable. Follow up involves monitoring the implementation and impact of the outcomes, and providing feedback, support, or assistance if needed. Evaluation and follow up can help to ensure that the conflicts are resolved effectively and permanently, and that they do not reoccur or escalate.

5 Prevent or minimize future conflicts

The fifth step to resolving conflicts is to prevent or minimize future conflicts by addressing the root causes and creating a positive and supportive educational environment. Prevention and minimization involve taking proactive and preventive measures to reduce the likelihood and intensity of conflicts, such as setting clear and consistent rules and expectations, providing adequate resources and opportunities, fostering mutual respect and trust, encouraging diversity and inclusion, and promoting cooperation and collaboration. Prevention and minimization can help to enhance the quality and effectiveness of the educational setting, and to foster a culture of peace and harmony.

6 Learn and grow from the experience

The sixth and final step to resolving conflicts is to learn and grow from the experience of dealing with them. Learning and growing involve reflecting on the causes, processes, and outcomes of the conflicts, and identifying the strengths, weaknesses, opportunities, and challenges that emerged from them. Learning and growing also involve applying the lessons learned and the skills acquired to improve your own performance and behavior, and to help others in similar situations. Learning and growing can help to develop your personal and professional competence and confidence, and to contribute to the improvement and innovation of the educational setting.