My current school setting has a culture of avoiding difficult conversations with the executive team, while the staff room is often brimming with strong opinions and criticisms of management.  Some staff remain silent in these ‘off the record’ conversations, as they know they won’t win an argument with the loudest voices. When I first transferred to my school, the silence around contentious issues at staff meetings or professional development was infuriating! A number of factors are at play, including contract staff not wanting to voice their opinions for fear they won’t have their contracts renewed. A lack of confidence is also an issue for some teachers. I’ve always been happy to speak up (is that a middle child of the 1980s thing?) and often do so just for the sake of playing devil’s advocate and creating discussion. My own conflict management style is variable, depending on the situation and context, which I think is reflected in the results of the orientation scale:

Conflict Management Style Orientation Scale

https://tools.mheducation.ca/college/mcshane4/student/olc/4obm_sa_13.html

I like to feel that I’m supportive of encouraging others to voice their perspectives, even if this means creating conflict.  In the last 10 years as a teacher, as well as a wife and mother, I’ve been working on my collaborative skills and have reined in my natural inclination to be opinionated and to argue for arguments sake. While conflict is indeed an important energy source (Campbell & Clarke, 2015), the way to engage in conflict must be respectful and tactful. Learning to listen attentively is vital, as is having a clear, well-informed argument and purpose. I think I avoid conflict when I know I’m out of my depth, as I’m not as informed on a topic or as prepared as I should be! Information is, after all, power.

Sam Tarly (GoT) Image HBO, via The Daily Dot

Reference

Campbell, C.M & Clarke, S. [TEDx Talks ]. (2015).  Conflict – Use it, don’t defuse it [Video]. YouTube.  https://youtu.be/o97fVGTjE4w