Conflict Resolution Questionnaire
My results of the questionnaire were mostly as I expected and highlighted that my conflict resolution style is to predominantly to avoid it whenever possible. However, as much as avoidance is a strategy, I do feel that I have good problem-solving skills and cooperate well with others to work towards a mutually beneficial solution particularly when there is a common goal.
To collaborate with others when dealing with issues of conflict means to have confidence in my convictions. The questionnaire affirmed that this is an area I could work on developing. To trust and believe in myself and feel comfortable to speak up if a situation is unjust and opposed to my interests. I must say that I often feel more comfortable doing this in small groups or one on one and feel I do this best with my students rather than my colleagues.
Improving how I handle conflict in the workplace is something to work on and I feel I could develop strategies that offer compromise so that I feel I have been heard and have had my needs met as well. I know that some of my avoidance towards conflict stems from some childhood trauma I experienced. I acknowledge and accept this and feel a strategy I could try to adopt to assist me with this is to follow a step by step procedure. An example of this is as outlined by The Fair Work Ombudsman (n.d.) which offers training on having difficult conversations. I acknowledge that not dealing with conflict will almost certainly cause further damage so it must be dealt with to ensure collaboration, trust, integrity and creativity whilst meeting and achieving curriculum outcomes.
Fair Work Ombudsman. (n.d.). Manager’s guide to difficult conversations in the workplace. Australian Government. Retrieved from http://mel0201clsprod.blob.core.windows.net/uploads/fairwork/programresources/ca3bcd7f-8d27-4146-879e-35cb809a87d4/c9a2d0e7-dba1-49b6-a017-2dae43fdee62/manager’s%20guide%20to%20difficult%20conversations%20in%20the%20workplace.pdf