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Rebecca Smith, Ph.D. Louisiana Tech University

Pauline Leonard, Ph.D. Louisiana Tech University. Rebecca Smith, Ph.D. Louisiana Tech University. Collaboration and Diverse Styles of Interaction. Workshop Goals. Examine the concept of collaboration and its critical characteristics

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Rebecca Smith, Ph.D. Louisiana Tech University

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  1. Pauline Leonard, Ph.D. Louisiana Tech University Rebecca Smith, Ph.D. Louisiana Tech University Collaboration and Diverse Styles of Interaction

  2. Workshop Goals • Examine the concept of collaboration and its critical characteristics • Explore notions of conflict and consider five major response styles to conflict (or styles of interaction) Leonard & Smith Collaboration Workshop

  3. Collaboration and Conflict • Increasing expectations to collaborate • Democratic leadership • Shared decision making • Teacher empowerment • Increasing expectations to collaborate lead to increased interactions of teachers, students, parents, and administrators • Increasing diversity in society • Is conflict inevitable? How do you respond to conflict? Leonard & Smith Collaboration Workshop

  4. Conflict-Management Style Survey • Survey designed to help you become more aware of your characteristic approach, or style, in managing conflict • Survey identifies 12 situations that you are likely to encounter in your professional lives. • Study each situation and the five possible behavioral Reponses or attitudes and allocate 10 points among them to indicate your typical behavior, with the highest point indicating your strongest choice. • Any response can be assigned 0-10 points, as long as all five responses add up to 10 Leonard & Smith Collaboration Workshop

  5. In responding to a request from another to help with a problem, you would: 1 ___ A. Clearly instruct him or her how to proceed. ___ B. Enjoy the strategizing and the challenge. ___ C. Help him or her to take responsibility for the problem. ___ D. Find it unnerving, but agree to help. ___ E. Avoid the invitation at all costs. ___ TOTAL 4 4 1 0 10 Leonard & Smith Collaboration Workshop

  6. Complete the survey • Make sure your name is on your survey • Do not score • Put it aside when completed and use your jot notes sheet to record your definitions of collaboration and conflict Leonard & Smith Collaboration Workshop

  7. Sharing definitions • Share your definitions of collaboration and conflict with your small group • Come to a decision about a definition for each and write it on the chart • Share with whole group Leonard & Smith Collaboration Workshop

  8. “Collaboration is a style of interaction between at least two co-equal parties voluntarily engaged in shared decision making as they work toward a common goal. -- Friend & Cook, 2003 Leonard & Smith Collaboration Workshop

  9. Conflict • A struggle that occurs when individuals, interdependent with others, perceive that those others are interfering with their goal attainment • Interpersonal Conflict • Conflict between individuals with different goals • Conflict between individuals with same goals • Intrapersonal Conflict • Conflict within individuals Conflict is neither good nor bad. You determine whether it will have positive or negative outcomes. Leonard & Smith Collaboration Workshop

  10. Conflict response styles • Not everyone reacts to conflict the same way • Some people withdraw, others engage • Context can influence response Leonard & Smith Collaboration Workshop

  11. Five styles of response to conflict: • Competitive (or Controlling) • Avoidance • Accommodative • Compromising • Collaborative Leonard & Smith Collaboration Workshop

  12. Small-Group Task • Using the handouts: • Personal Conflict Response Styles Chart • Dimensions of Conflict Styles • Discuss: • How do you react to conflict? • How do you feel when conflict arises? Leonard & Smith Collaboration Workshop

  13. Highly Assertive Competing Collaborating Highly Cooperative Uncooperative Compromising Accommodating Avoiding Unassertive Styles for Resolving Conflict: Assertive-Cooperative Dimension

  14. High Concern For Self Competing Collaborating High Concern For Others Low Concern For Others Compromising Accommodating Avoiding Low Concern For Self Styles for Resolving Conflict: Concerns for Self-Concerns for Others Dimensions

  15. Magnetic Words • Go to the style that most strongly draws you toward it – that you feel reflects your dominant style • Go to the style that most strongly repels you – that reflects your least dominant style Leonard & Smith Collaboration Workshop

  16. Score your survey • Finally, go back to your table and score your survey • Surprises? • Insights? Leonard & Smith Collaboration Workshop

  17. Cultural Competence in Difficult Interactions • Important to be aware of cultural differences and respecting others’ value orientations and response styles in times of conflict Leonard & Smith Collaboration Workshop

  18. Final Questions • Have you noticed that all the styles have “appropriate” situations in which they can be used? • Do you have flexibility? • Can you choose different styles for different situations? • Are you stuck with one style for all situations? Leonard & Smith Collaboration Workshop

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