edu 585 professional development presentation

EDU 585 Benchmark Professional Development

Tiffany Nguyen

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Tiffany T. Nguyen College of Education, Grand Canyon University EDU 585: Designing Professional Development John Essington December 6, 2023

Leadership and Conflict Resolution Professional Development

Introduction

Why Leadeership Matter

Types of Leadership Styles

Conflict Resolution

Role Maintaining a Healthy Work Environment

Common Causes of Conflict

Table + Conflict Resolution Strategies

Your Conflict Resolution Style

Developing Leadership and Conflict Resolution Skills

Importance of Continuous Learning

Follow Up Plan

Importance of Leadership: *Crucial for success in personal and professional realms. *Transcends traditional roles, fostering collaboration and innovation. *Enhances productivity and achieves desired outcomes. Significance of Conflict Resolution Skills: *Inevitable in any collaborative effort *Can hinder progress or serve as catalysts for growth. *Promotes understanding, strengthens relationships, and transforms challenges into opportunities. The Self-Assessment and Personal Development Focus: *Emphasis on practical application and personal growth. *Importance of self-awareness and continuous self-assessment. *Identifying areas for improvement,

(Northouse, 2018)

Why Leadership Matters

Impact on Team Dynamics

Significance

Situational Leadership

Servant Leadership

Autocratic Leadership

Democratic Leadership

Transformational Leadership

Transactional Leadership

Laissez-Faire Leadership

Charismatic Leadership

Conflict resolution is the process of addressing and resolving disputes or disagreements between individuals or groups in a constructive and mutually beneficial manner. It involves finding a solution that meets the interests of all parties involved, fostering improved communication, understanding, and cooperation.

Role in Maintaining a Healthy Work Environment

*Encourages open and honest communication, preventing issues from escalating. *Helps in preserving positive working relationships among team members. *Resolves conflicts promptly, allowing the team to focus on tasks and goals without disruptions. *Addresses concerns and ensures that employees feel heard, leading to improved morale. *Encourages a culture of collaboration and teamwork, as opposed to an environment characterized by tension and animosity.

Inequities in Recognition and Rewards

Parental Involvement and Expectations

School Policies and Procedures

Leadership Styles and Decision-Making

Student Behavior and Discipline

Workload and Time Management

Communication Challenges

Curriculum and Resource Allocation

Professional Development and Growth

Differences in Teaching Styles

(Folger al.,2011)

Effective Conflict Resolution Strategies

Open Communication

Collaboration

Clarify Expectations

Seek a Win-Win Solution

Use Neutral Mediation

Emphasize Common Ground

Set Clear Guidelines

Time Management

Learn from Conflic

Promote Emotional Intelligence

Conflict Resolution Styles

Competing/ Assertive Style

Compromising Style

Collaborative/ Integrative Style

At Harmony Elementary School, third-grade teachers Mrs. Thompson and Mr. Rodriguez faced collaboration challenges due to differences in teaching styles and communication breakdowns. The school principal took on a leadership role, initiating a meeting to encourage open communication and set common goals for their joint project. Through collaborative planning sessions, the teachers created a balanced lesson plan that incorporated both structured and flexible elements. Clear communication channels were established, minimizing misunderstandings, and a team-building workshop promoted positive relationships among educators. Peer observations further enhanced mutual understanding, leading to improved collaboration and a more supportive school culture.

Seek Mentorship

Practice Emotional Intelligence

Attend Leadership Development Programs

Engage in Simulations and Role-Playing

Receive Feedback and Reflect

Utilize Conflict Resolution Models

Join Networking Groups

Attend Workshops

Take Online Courses

Read Leadership Books

Significance of Ongoing Professional Development

• Adaptation to Change
• Skill Enhancement
• Career Advancement
• Increased Job Satisfaction
• Expanded Networks
• Leadership Development
• Encouraging a Growth Mindset
• Embrace Challenges
• Learn from Criticism
• Persist in the Face of Setbacks
• Seek Learning Opportunities
• Celebrate Others' Success

Follow up plan

• Self-Assessment: Reflect on current skills, strengths, and areas for improvement.
• Goal Setting: Establish specific, measurable, and achievable professional development goals.
• Research Opportunities: Explore relevant workshops, courses, and conferences aligned with your goals.
• Create a Timeline: Develop a realistic timeline for achieving each professional development goal.
• Budget Planning: Allocate resources, including time and budget, for chosen development activities.
• Networking: Connect with mentors, colleagues, or professionals in your field for guidance and insights.
• Continuous Reflection: Regularly assess progress, adapt goals as needed, and celebrate achievements.
• Feedback Loop: Seek feedback from peers, supervisors, or mentors to gain valuable insights.
• Document Learning: Keep a record of acquired skills, completed courses, and relevant experiences.
• Apply Knowledge: Implement new skills and knowledge in your current role to reinforce learning.
• Stay Informed: Continuously stay informed about industry trends and advancements.
• Evaluate Impact: Periodically evaluate how professional development efforts positively impact your career.
• Guidance: Providing direction and vision for a group or organization.
• Influence: Inspiring and motivating others to work toward common goals.
• Decision-Making: Making strategic decisions to achieve objectives.
• Resource Management: Efficiently managing resources, including human capital.
• Communication: Effective communication to convey vision, expectations, and feedback.
• Integrity: Demonstrating honesty, transparency, and ethical conduct.
• Adaptability: Adjusting strategies in response to challenges or changing circumstances.
• Empowerment: Encouraging and empowering team members for individual and collective success.
• Continuous Improvement: Fostering a culture of learning and growth for ongoing success.
• Thank you for your participation in today's discussion on the significance of ongoing professional development and cultivating a growth mindset.
• We appreciate your engagement and commitment to continuous learning.
• Stay dedicated to your journey of learning and improvement. Thank you!

Conclusions

Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press. Burns, J. M. (1978). Leadership. Harper & Row. Folger, J. P., Poole, M. S., & Stutman, R. K. (2011). Working through conflict: Strategies for relationships, groups, and organizations. Pearson. Goleman, D. (2000). Leadership that gets results. Harvard Business Review. Greenleaf, R. K. (1977). Servant Leadership: A journey into the nature of legitimate power and greatness. Paulist Press. Hersey, P., & Blanchard, K. H. (1969). Life cycle theory of leadership. Training and Development Journal. House, R. J. (1977). A 1976 Theory of charismatic leadership. In J. G. Hunt & L. L. Larson (Eds.), Leadership: The cutting edge. Southern Illinois University Press. Northouse, P. G. (2018). Leadership: Theory and practice. Sage Publications. Yukl, G. (2012). Leadership in organizations. Prentice Hall.

Leadership is guiding and inspiring individuals or groups toward common goals through influencing behaviors and providing direction.

Guidance and vision: provides clear vision and direction for goal attainment. motivation: inspires and motivates team members for commitment and enthusiasm. decision-making: makes informed decisions, ensuring progress and stability. conflict resolution: mediates conflicts, maintaining team cohesion. innovation: fosters a culture of innovation and creativity. accountability: establishes accountability for individual and team responsibilities., communication: enhances open and transparent communication. productivity: increases productivity through clear goals and motivated individuals. morale: boosts team morale with recognition and positive feedback. adaptability: guides teams through challenges, fostering adaptability. collaboration: promotes collaboration, emphasizing team unity. talent development: invests in individual growth, ensuring a skilled workforce. employee satisfaction: contributes to satisfaction, reducing turnover., description: centralized decision-making, leader-driven. relevance: effective in crisis situations; for example, during a natural disaster where quick decisions are crucial (northouse, 2018)., description: involves team input, collaborative decision-making. relevance: useful in project planning; for instance, when developing a new marketing strategy that benefits from diverse perspectives (yukl, 2012)., description: charismatic and persuasive, relies on personal charm. relevance: useful in crisis communication; for instance, during a public relations challenge where inspiring confidence is critical (house, 1977)., description: focus on serving others, prioritizes team well-being. relevance: builds strong relationships; for example, in a healthcare setting where patient care and team morale are paramount (greenleaf, 1977)., description: adapts leadership style based on situational demands. relevance: versatile approach, effective in dynamic environments; for instance, in a startup where adapting to changing circumstances is constant (hersey & blanchard, 1969)., strengths: fosters open communication and understanding among parties involved. promotes creative problem-solving by seeking solutions that satisfy all parties' interests. builds stronger relationships and enhances teamwork. weaknesses: can be time-consuming as it involves thorough discussion and exploration of various options. requires a high level of cooperation and willingness from all parties, which may not always be achievable., strengths: achieves a middle-ground solution that addresses some concerns of all parties. can expedite the resolution process by finding a quick agreement. weaknesses: may not fully satisfy the interests of any party, leading to potential dissatisfaction. risks becoming a default mode without addressing underlying issues., strengths: resolves conflicts swiftly, particularly in situations requiring urgent decisions. useful in scenarios where a clear direction is needed. weaknesses: may lead to strained relationships and resentment, especially if used excessively. does not prioritize collaboration, potentially overlooking valuable input from others., description: inspires and motivates, focuses on long-term vision.relevance: ideal for organizational change; for example, leading a company through a cultural shift or a major restructuring (bass & riggio, 2006)., description: transaction-based, rewards and penalties.relevance: suited for routine tasks; for instance, in a production setting where meeting performance standards is essential (burns, 1978)., description: hands-off approach, minimal interference.relevance: effective when leading a team of highly skilled professionals; for example, in a research and development setting where autonomy fosters innovation (goleman, 2000)., description: charismatic and persuasive, relies on personal charm.relevance: useful in crisis communication; for instance, during a public relations challenge where inspiring confidence is critical (house, 1977)..

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