How Schools Can Manage Conflict

In this blog, you will learn:

• Key strategies on how to manage conflict in schools
• What the 5 methods of conflict resolution are
• How schools can recruit daily, temporary, permanent or temp-perm staff easily and efficiently 

Conflict between teachers can be a difficult issue for schools to manage. When two teachers are in conflict, it can affect the entire school community, including students, parents, and other staff members. 

However, with the right approach, schools can effectively manage conflict between teachers and create a positive working environment. 

Strategies to manage conflict in schools

Key strategies to manage conflict in schools include:

• Acknowledge the conflict
• Determine the cause of the conflict
• Encourage open communication
• Involve a neutral third party
• Develop a plan for resolution
• Encourage professional development
• Create a positive working environment

Acknowledge the conflict

The first step in managing conflict between teachers is to acknowledge that the conflict exists. Schools should encourage teachers to speak up if they are experiencing conflict with another teacher. Once the conflict is acknowledged, the school can begin to work on a resolution.

Determine the cause of the conflict

Once the conflict is acknowledged, the next step is to determine the cause of the conflict. Schools should conduct a thorough investigation to gather all the facts and determine what is at the root of the conflict. 

This could involve talking to both teachers involved in the conflict, as well as other staff members who may have witnessed the conflict.

Encourage open communication

Effective communication is essential in resolving conflicts between teachers. Schools should encourage both teachers involved in the conflict to communicate openly and honestly with each other. This may involve providing mediation or counselling services to help both parties work through their issues.

Involve a neutral third party

In some cases, it may be necessary to involve a neutral third party to help resolve the conflict. This could be a professional mediator or a member of the school administration who is not directly involved in the conflict. 

The neutral third party can help both teachers work through their issues and find a resolution that works for both parties.

Develop a plan for resolution

Once the cause of the conflict has been identified and both parties have communicated their concerns, it is time to develop a plan for resolution. 

Schools should work with both teachers to develop a plan that addresses the underlying issues and helps to prevent similar conflicts from occurring in the future. This plan should be clearly documented and communicated to both parties.

Encourage professional development

In some cases, conflicts between teachers may be the result of different teaching styles or approaches. Schools can help prevent conflicts by encouraging professional development opportunities that focus on different teaching methods and approaches. 

By providing teachers with a variety of tools and resources, schools can help create a more collaborative and supportive working environment.

Create a positive working environment

Schools can help prevent conflicts between teachers by creating a positive working environment. This could involve providing regular opportunities for teachers to collaborate and share ideas, as well as providing resources and support for teachers who are struggling with a particular issue. 

By fostering a culture of teamwork and collaboration, schools can help prevent conflicts and create a more positive working environment for all teachers.

What are the 5 methods of conflict resolution?

 The 5 methods of conflict resolution are:

• Negotiation
• Mediation
• Arbitration
• Collaboration
• Compromise

Negotiation

Negotiation involves a process of discussion and compromise between conflicting parties with the goal of reaching a mutually acceptable solution. It often requires active listening, empathy, and a willingness to find common ground.

Mediation

Mediation involves a neutral third party, the mediator, who facilitates communication and guides the conflicting parties in finding a resolution. The mediator helps identify the underlying interests and concerns of each party and assists in generating potential solutions.

Arbitration

Arbitration involves a neutral third party, the arbitrator, who listens to both sides of the conflict and makes a binding decision. This method is more formal than mediation and often follows established legal procedures. The arbitrator's decision is typically based on evidence and arguments presented by the parties involved.

Collaboration

Collaboration emphasises the idea of working together to find a solution that satisfies the needs and interests of all parties involved. It encourages open communication, brainstorming, and problem-solving as a team, with the aim of reaching a win-win outcome.

Compromise

Compromise involves each party in the conflict making concessions and finding a middle ground that partially satisfies their respective interests. It often requires a willingness to give up certain demands or preferences in order to achieve a resolution that is acceptable to all parties involved.

It's important to note that the appropriate method of conflict resolution may vary depending on factors such as the nature of the conflict, the relationship between the parties, and the desired outcome. In some cases, a combination of methods or alternative approaches may be necessary to address the conflict effectively.

Recruit teaching and support staff

As an industry leading teaching recruitment agency, we're here to support schools with their recruitment needs. - whether it's a Teaching Assistant for a day or a Headteacher to cover maternity leave!

If you’re struggling to fill a role, or need last minute cover, why don’t you give us a call on 01772 954200 to see how we can help? One of our education consultants, Jamie Heath, will be happy to listen to the challenges which you are facing and advise on the best possible solution for you.

Meet Jamie Heath

Who is Spencer Clarke Group? 

Since 2017, we've been changing the face of recruitment. From our employees, to the way we do business, to the culture within our office, we're determined to make a difference and create a positive impact on everyone around us.

Recruitment to us isn't just about matching candidates and clients; we’re passionate about finding candidates the perfect job which has the ability to boost their salary and standard of living, better their work life balance and improve their mental health. 

Similarly, we understand the impact which an experienced and skilled employee can make to a business and we love seeing clients thrive through the hard work of candidates which we have placed with them. 

We operate in two sectors:

Private Sector

Public Sector 

In eleven specialisms:

Accountancy & Finance

Education & SEND

Construction, Trades & Labour

Healthcare, Social Care & Nursing

Housing

Corporate Functions & Business Support

HR & Workforce Development

IT & Digital

Property & Asset Management  

Planning, Development & Regeneration 

Highways, Infrastructure & Engineering

If you’re searching for a new role, why not visit our job page to take a look at the latest opportunities? Alternatively, upload your CV and one of our experienced consultants will contact you when a relevant opportunity becomes available.