We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byMary Morris
Modified over 3 years ago
© International Baccalaureate Organization 2011 Session 3 – Managing Staff and Difficult Behaviors Managing Change
© International Baccalaureate Organization 2011 How am I a difficult person? (self-assessment) When working with others: do you worry more about getting the job done or maintaining a good relationship with the group? If you could have only one outcome, which would it be? When dealing with others: do you tend to be more aggressive, offering your opinions first, or do you tend to be more passive, waiting to see what others have to say? Are you intent upon defining the situation to suit your needs or are you more likely to hang back and look for opportunities?
© International Baccalaureate Organization 2011 At your most annoying and obnoxious, would those who know you best say that your primary need is: to get things done? for attention and recognition? to get along? to get it right?
© International Baccalaureate Organization 2011 Seven assumptions about learning to deal with difficult people There is no simple, foolproof way to deal with difficulty people; human beings are more complex than all the theories of human development. Learning to deal with difficult people is an opportunity to learn about ourselves. The only person I can change is myself; by changing my behavior, I can change how others deal with me. Labeling a behavior as difficult helps us identify and choose strategies; it is not useful for building a long- term relationship.
© International Baccalaureate Organization 2011 Seven assumptions about learning to deal with difficult people Behaviors of difficult people can indicate personality strengths. Although conflict is not acceptable in some cultures, change cannot occur without some conflict. Difficult people are identified as such because they block us from what we want. Newton, A. (1994). Mentoring: A resource and training guide for educators. Andover, MA: The Regional Laboratory for Educational Improvement.
© International Baccalaureate Organization 2011 Questions to ask yourself when dealing with a difficult person What is it worth to me to get involved? Am I clear about my goal? How is this an opportunity for me? How flexible am I willing to be? Whats really going on here? Do I think I can make progress here? Am I prepared for setbacks? Others? Newton, A. (1994). Mentoring: A resource and training guide for educators. Andover, MA: The Regional Laboratory for Educational Improvement.
© International Baccalaureate Organization 2011 Five Steps for Getting Past NO 1. Dont react Speak when you are angry and you will make the best speech you will ever regret. Ambrose Bierce 2. Disarm Them One must know how to sail with a contrary wind and to tack until one meets a wind in the right direction. Fortune DeFelice 3. Dont Reject... Reframe Craft against vice I will apply. William Shakespeare 4. Build Them a Golden Bridge Build your adversary a golden bridge to retreat across. Sun Tau 5. Make it Hard to Say No The best general is the one who never fights. Sun Tau Ury, William (1991) Getting Past No: Negotiating with Difficult People. Bantam Books
© International Baccalaureate Organization 2011 Vision+Skill+Incentive+Resources+Action Plan=Change +Skill+Incentive+Resources+Action Plan=Confusion Vision++Incentive+Resources+Action Plan=Anxiety Vision+Skill++Resources+Action Plan=Resistance Vision+Skill+Incentive++Action Plan=Frustration Vision+Skill+Incentive+Resources+=Treadmill The Change Equation Adopted from Dyer, Timothy J. (1996) Breaking Ranks: Changing an American Institution: A Report of the National Association of Secondary School Principals on the High School of the 21st Century. NASSP.
© International Baccalaureate Organization 2011 Please divide a blank sheet of paper into four sections. Using the lables in the sample below provide the presenters with your formative feedback. Thoughts / IdeasConcerns FeelingsQuestions Four square evaluation
Leadership for School Improvement Miami Beach, 2011 Tobin Bechtel Andy Krawczyk.
Face to Face in the Workplace Strategies for dealing with conversations at work Julie Cooper Spring Development
Customer Service – Dealing With Difficult Customers.
Primary Network Thursday 1 st October :15-12:00 Dr Ruth Illman – Principal Educational Psychologist Tim Mellors – Advisory Officer - Behaviour.
Career Planning. The Donner-Wheeler Model Phase one: scanning your environment Phase two: completing your self- assessment and reality check Phase three:
INTRODUCTION TO LANGUAGE LEARNING Basics to get you started.
1 CenterPoint Leadership Model ©Judith A. Leibowitz, CenterPoint, 2006 Acting Authentically Encouraging Values In Action Nurturing Trust Standing In My.
Working as a Team– Teacher aides, teachers, students.
© 2011 Leadership Coaching, Inc. All Rights Reserved. 1 California Ambulatory and Surgery Association Advanced Coaching and Mentoring Skills.
Confident Communication: Being Direct, Honest and Self-Assured in Graduate School Noah M. Collins, Ph.D. Staff Psychologist University of Maryland Counseling.
1 Florida 4-H Leadership Series Communications The activities in this lesson are taken from Unlock Your Leadership Potential, Leader’s Guide, Florida 4-H.
Anger Management Anger Management. IDENTIFICATION THOUGHTS FEELINGS ACTION.
Disability Resource Center University of Louisville.
1 WRS Feedback Overview. 2 Agenda Introduction to WRS Assessment Feedback Report Developmental Planning Best Practices Summary/Wrap Up.
Chapter 6, 8, 9 Communication Peer Pressure Conflict.
Identifying the need. Care Aims model adopted by the Northern Health and Social Care Trust Care Aims model adopted by the Northern Health and Social Care.
RESOLVING CONFLICTS. Passive accepting or allowing what happens or what others do, without active response or resistance. Examples?
Created by The School District of Lee County, CSDC in conjunction with Cindy Harrison, Adams 12 Five Star Schools SETTING GOALS (OBJECTIVES) & PROVIDING.
South Pacific Board for Educational Assessment M & E Teacher Performance Improving teaching effectiveness Capacity Building Workshop on ‘Monitoring and.
Get out a blank sheet of paper At the top write HEALTH TRIANGLE ◦ What does healthy mean to you? ◦ You can use words or draw a picture.
Positive Behavior Supports 201 Developing a Vision.
Anger Management Anger is a complex human emotion that can cause one to be irritated, annoyed, furious, frustrated, enraged or hurt.
Dealing with Conflict Relationships. What is Conflict? Conflict is a disagreement or struggle between two or more people. It happens in ALL relationships,
Reflective Learner. Assess myself and others, identifying opportunities and achievements (RL1) Set goals with success criteria for my development and.
Thinking Actively in a Social Context T A S C.
Rotary and Team Building P.P. David Zein. So Was Said None of us is as smart as all of us. - Ken Blanchard Coming together is a beginning. Keeping together.
OSPI MENTOR ROUNDTABLE PROFESSIONAL DEVELOPMENT FOR MENTORS AND NOVICE EDUCATORS JANUARY 5, 2016 Adapted from resources provided by: Gail Jessett OSPI.
Section 10.2 Acting Like a Professional Back to Table of Contents.
A personal development workshop for individuals who are affected by reorganisation or change in the work place Coping with Change.
Leading Change Daren Lewis, FC 76. Agenda Introduce a model of the components of successful change (Ambrose 1987, Managing Complex Change) Explore use.
Communication is a 4 letter word--TALK Communication For Today.
Exit Tickets across the Curriculum Proving what your students actually know about any topic of study Corbett Harrison Northern Nevada Writing Project.
Conflict in Team Environments – Part 2 Professional Year Program - Unit 6: Communicating in work teams to achieve professional goals.
Assertiveness and Self Confidence
Strategies for Great Classroom Management Create the classroom culture.
+ Session 3: Supporting Change + Tonight’s Topics Supporting Change: Why do people resist change?? Why do people change? How do we support change MANAGING.
Welcome all Math Coaches!!! Please meet with your Regional PLT groups until 9:40.
Mgt. 667 – Leadership Session 4 Rex Mitchell Spring 2006.
Dr. Michael John Roe THS. “We are being judged by a new yardstick: not just how smart we are, or by our training and expertise, but also by how well we.
Exploring Reflective Statements: what mid-career professionals choose to reveal about their learning and its effects Eileen Carnell and Anne Gold Institute.
Resolving CONFLICTS. Resolving Conflicts Turn to partner, discuss any conflicts you have witnessed or participated in during the past week, focusing on.
Some Tools For Team Building an Introduction 2010 Faith and Light International Formation Project Team.
Session 3 Key Messages There are three ways to protect yourself from sexually acquired HIV and other sexually acquired STDs: 1. Abstinence from sex 2.
Strategies for Great Classroom Management Create the classroom culture
People fail to get along because they fear each other They fear each other because they don't know each other They don't know each other because they have.
The leadership piece. What does the leadership concept mean? Leadership is chiefly about dealing with the intangibles and the most frustrating situations.
International Conflict Resolution Day Calming Upset People using E.A.R. October 15, 2015.
7 Steps in the Career and Life Planning Cycle Presented By Helen Alm Principal Consultant Helen Elizabeth Seminars and Coaching © 2004 Helen Alm.
Time to be confident July 2015 Mal Harrison. Introductions – Take Us Into Your Confidence... Think of a situation when you’ve found it hard to feel confident.
© 2017 SlidePlayer.com Inc. All rights reserved.