communication skills personal commitment programs or services interaction processes context
TRANSCRIPT
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”