communication skills personal commitment programs or services interaction processes context

Collaboration Skills

In Special Education

SPED 568

Components of Collaboration

Communication

Skills

PersonalCommitment

Programs or

Services

Interaction

Processes

Context

Components of Collaboration

PersonalCommitment

ContextInteraction Processes

DefinitionConflict A struggle that

occurs when individuals perceive that others are interfering with their goal attainment

Types of Conflict Conflict between

individuals with different goals

Conflict between individuals with the same goals

Conflicts about power Conflict within

individuals (intrapersonal)

Gee, that sounds bad!

Could there be anything good about conflict?

Potentially Positive Results of Conflict

Conflict results are not always negative! Decisions made after addressing conflict are often high

quality. There is a strong sense of ownership in decisions made

following conflict. Conflict causes professionals to sharpen their thinking. Conflict develops more open and trusting relationships. The practice of effectively communicating during conflict

can make it easier to address future conflict.

Styles of Response to Conflict

Competitive Accommodative Avoidance Compromising Collaborative

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Remember: EACH style has advantages and drawbacks.Use each as appropriate!

What’s YOUR Conflict Management

Style?A quiz.

Competitive Pursues his or her own concerns at the other

person’s expense Power oriented mode – argue just to win

Not always negative – might mean standing up for your rights or defending a position you believe to be correct

Accommodative Opposite of competitive Individual neglects his or her

own concerns to satisfy the concerns of the other person

Element of self-sacrifice in this mode

Can lead to unexpressed anger

Avoidance Individual does not immediately pursue his

or her personal concerns or those of the other person.

Does not address the conflict Diplomatic sidestepping, postponing or

simply withdrawing from the situation

Compromising Objective is to find some expedient, mutually

acceptable solution that partially satisfies both parties

Might mean splitting the difference, exchanging concessions, or seeking a quick middle-ground position

Nobody is completely happy

Collaborative Tries to find some solution

that fully satisfies the concerns of both persons

Its hard work! It means digging into an issue to identify the underlying concerns and

It means finding an

alternative that is better than either of the original ideas

Collaborative Produces the following results:

Both sides win Satisfaction Mutual respect Both parties feel enriched

rather than belittled Continuing effort of both

parties

ResistanceDefinition:

Not doing what we don’t want to do!

Causes Concerns about

change Personal impact Involvement of others Homeostasis

Indicators of Resistance: Refusing to participate Supporting without

substance Displacing

responsibility Deferring to a future

time Relying on past

practice

Resolving Conflict 101:

Negotiation: Focus on issues, not people Focus on issues that can potentially be

agreed on Reduce the emotional component:

respond positively, choose not to respond, acknowledge other’s feelings

“let go” if all else fails

Resolving Conflict 101

Mediation: a specialized form of negotiation Prepare for the mediation situation Get oriented to the ground rules Listen to each party’s perspective Look for shared needs and interests as a way to

resolve Use negotiation and problem solving strategies;

remember the cost of failing to resolve Clearly articulate agreements that are reached Follow up later to review progress

Resolving Conflict 101

Persuasion: a response to resistance Behavioral approach: provide positive reinforcement

to convince people to change Consistency approach: create “cognitive dissonance” Perceptual approach: let people connect change to

it’s similarity to what they are already doing Functional approach: talk to the “adult” in “adult

learner”