IPPN

Published: 06 October 2022

A staff member comes to you at 2.30 on Friday afternoon with a complaint about another staff member, demanding to know what you are going to do about it. You spend the weekend worrying about the situation and how you will sort it out. Sunday afternoon finds you dreading the following day as you know it will be difficult.
Where do rights vs responsibilities fit into this scenario?

What part does communication play in it?
How will you manage yourself?

Conflict is inevitable but combat is optional. The best way to address and speak about conflict is when an issue does not exist. Everyone has a right to have their issue addressed. However, they also have a responsibility to be part of an equitable solution. A win/win is the only right outcome.

Even though you, as a school leader will support and advise in a conflict situation, the problem does not become your sole responsibility to solve. When everyone is clear with regard to their own role and responsibility, there is a far greater chance that a win/win outcome will be achieved.

In order to achieve this clarity and understanding among staff in particular, professional conversations at staff meetings are advisable. The following might be considered:

• What local or national policies or procedures are available to deal with workplace relations?
• How do these apply to us in this school?
• If conflict arises what steps do we take to address it?
• What supports are available in helping us as a staff to manage what can become an emotive and adversarial situation?
  

In dealing with workplace relations, the INTO’s Working Together document, IPPN’s Dignity and Respect in the Workplace resource and the Teaching Council Code of Conduct will be supportive of the professional conversations among staff. It is essential to tease out in very specific terms how the rationale and code applies to each member of staff on the ground. A policy is all very well but the process of arriving at a specific policy for your school is the most important element.

Time taken to have these conversations is time well spent, considering the time, frustration and stress caused in managing conflict without a proactive approach.

See Dignity and Respect in the Workplace resource in the resources section of www.ippn.ie