School Leadership Program Tuesday February 14, 2012

1. School Leadership ProgramTuesday February 14, 2012 Just Do It!!!

2. SLP Workshop #2 February 14 • Introduction • Role of the Parent • Conflict Resolution • Leadership Practice Inventory February 15 • Instructional Leadership Overview • Instructional Rounds • Strategic Thinking Process • Setting Priorities & Filtering • Wrap Up & Next Steps

3. Intended Learner Outcomes • To deepen our understanding of working with parents • To identify our personal response to conflict • To increase our awareness of the principles of Dealing with Conflict • To identify alternatives to resolving conflict • To apply conflict principles to current conflict situations

4. Working Agreements • Start and Finish on time • Full attention to the task at hand. • Limit side conversations • Everyone has equal voice. Challenge ideas not people • Share the air space. Notice patterns • Monitor personal technology • Make it real! • Respond to the transition signal(s)

5. What is on your mind?

6. Think About……… Onsite Coaching Book Study October 2011 Workshop Leadership Practice Inventory Leadership Action ………….Talk About bh

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8. Key Questions • In what ways can school leaders work effectively with parents? • What are the keys to dealing with conflict? • How can resolving conflict move the learning agenda forward?

9. Transfer and Motivation The work of today is building your learnings from the book study/webinars and the two previous workshops. We will be consistent with our leadership frameworks of K&P and the seven dimensions of PQPG. We will be focusing on building relationships with parents and strengthening our ability to deal with those conflict situations.

10. Feedback from the school visits • Hospitality • The modeling by leaders of a student centeredness approach. • School based leaders making efforts to be in classrooms and provide feedback to teachers. • Some schools have PLCs that are operating effectively. • Some school based leaders have started discussions with staff about exemplary teaching. • Observed a commitment to use data provided by Alberta Education.

11. Feedback from school visits… • Common discussions: • Many great examples/stories of how you are adapting the ideas from the workshops to your unique leadership circumstance. • Some certainty and/or confidence in how to provide instructional leadership • Concern with relationships with and of some individual staff members • School culture: moving from the congenial to the collegial approach

12. About the Webinars Webinar Participant (five) Webinar Evaluation • Attendance : 63% • 100%: six school leaders • 80%: 12 school leaders • Participant Rate for survey: 52% • Of those who replied, overall satisfaction rate was 96% satisfied or highly satisfied.

13. Dealing with Conflict using Compelling Conversations From To

14. Conflict Resolution Purpose: • To identify our personal response to conflict • To increase our awareness of the principles of Dealing with Conflict • To identify skills and strategies to resolving conflict Learning: • Embracing Conflict • Conflict Wisdom • Principles of Conflict • Strategic Approaches

15. Conflict Resolution Motivation: • Practical • Active engagement • Experienced based Transfer: • War stories on conflict • Anger Management training • Assertiveness training • Cognitive Coaching

16. Conflict: What is it? • Conflict is part of the human condition • Three components of conflict: • Substantive: content of disagreement • Procedural: how you “do” the conflict • Emotive: the emotions connected to the conflict

17. EMBRACING CONFLICT • Conflict is difficult to acknowledge because it is associated with failure. • The fear of conflict may be more destructive than the conflict itself.

18. EMBRACING CONFLICT • Three behaviours associated with conflict that emerge if we don’t move away from our natural response to conflict: • Self Absorption • Powerlessness • Vilification of the person with whom we are in conflict. • The process used to deal with the conflict may be more important as the decisions taken to resolve the conflict

19. Embracing Conflict TASK 1: • Answer the following questions on the worksheet • What animal represents your response to conflict and why? • Which animal represents your school community and why? • What are some other animals not included in the chart?

20. Conflict: How does one handle it? • What do you know to be true about resolving conflict? • What tips do you have? • What are your questions about how to handle conflict?

21. General Principles for Resolving Conflict • Acknowledge the presence of conflict • Help everyone become aware of their role in the conflict • Seek resolution without victimizing anyone • Clarify what is ambiguous: substance, procedures, emotions • Be sensitive to the capacity of others to tolerate conflict • Encourage others to be forgiving • Seek first to understand

22. Anger Management Tips • Acknowledge feeling • Start light move to heavy • Give options • Model respectful behaviour • Give time • Stay calm • Do not threaten • Ensure your own safety • Do not allow abusive behaviour • Offer positive encouraging suggestions • Know and respect your limits.

23. Rotary Four Way Test • Is it the truth? • Is it fair to all concern? • Will it build good will and better friendships? • Will it be beneficial to all concerned?

24. Continuum of Approaches Accommodation Collaboration Competition Soft on the people Soft on the people Hard on the people Soft on the problem Hard on the problem Hard on the problem

25. Alternative Approaches to Conflict Resolution

26. Difficult conversations Before you talk or meet. Prepare, prepare, prepare Steps to resolution • Establish a professional, collaborative and productive tone • Identify topics for discussion • Explore and disclose what is important • Create options

27. Preparation • Identify your topics of discussion • Identify all parties’ interest • Identify possible solutions • What might make it difficult for them to talk with you? • What are your options if you don’t talk? • What are their options if they don’t talk?

28. Difficult Conversations

29. Step 1: Establish Tone Time demands Process of discussion Level of confidentiality Go Slow! Proceed with Caution!

30. Step 2: Set the Agenda Frame issues in neutral, non-biased ways If more than one topic to discuss jointly pick a place to start Go Fast!

31. Step 3: Explore Interests Seek to understand their perspective Clarify, paraphrase, reframe, summarize Listen to ensure the other party knows you understand Share your interests and why it matters Go Slow! Proceed with caution and seek understanding

32. Finding the Meaning Between the Words

33. Step 4: Problem Solving Generate options and action plan Go Fast!

34. Compelling conversations Before you talk or meet - Prepare, prepare, prepare Steps to resolution Establish a professional, collaborative and productive tone Identify topics for discussion Explore and disclose what is important Create options

35. Difficult Conversations

36. Practice Makes Perfect! Conflict Scenarios Using the Four Step Model, prepare for the upcoming meeting.

37. Leadership Practice Inventory • Overall Results • Interpreting the Results • Individual conferencing

38. Closure Reflection: • What have I learned? • What surprized me? Inspired me? Interested me? Application: • How may I use these concepts/ideas to develop my leadership capacity? Implication: • To what am I committing? What do I need to do? When and how am I going to do it? Or email to Bill, Dot or Warren bh